Laid off from Baker Hughes.

Yes. Baker Hughes filed with the Texas Workforce Commission to close the northwest Houston facility and lay off 174 people, starting in July 2026 and scheduled to run through April 2027. The notice says the affected workers were already told.

In our tracker, 2026 holds 1 filing covering 174 jobs, and it's the Emmott Road notice. As of the July reports, Baker Hughes hadn't named a specific reason for that closure beyond a spokesperson's line about continually reviewing its portfolio and operations.

Nothing we track sets out a standard Baker Hughes formula, and Emmott Road's terms aren't published. Schertz workers in 2018 were to get wages and benefits for the whole 60-day notice window, some with severance, and the 2020 Oklahoma City letter promised 14 days of notice pay plus six months of certain benefits. Before you sign a release, read what to push for in a severance agreement.

No single total is on record. Bloomberg, reading the company's filings, put the workforce at about 68,000 at the end of 2019 and about 55,000 three years later, the Houston Chronicle at roughly 58,000 in February 2024, and Houston Public Media at more than 56,000 in July 2026, citing the company's website. Each figure is a headcount on a single date, so the differences between them measure more than layoffs.

Nothing in the reporting we track links Chart to job cuts at Baker Hughes, and from 2025 on, the Emmott Road notice is the one Baker Hughes filing our tracker holds. Baker Hughes closed the Chart deal on July 16, 2026 and set a target of $325 million in annualized cost synergies within three years, naming supply chain, functional support and manufacturing as early priorities.

In the state where you worked, not where the company is headquartered. Baker Hughes's biggest U.S. hubs are Texas, Oklahoma, Florida. Severance usually doesn't block you from filing, and benefits run from your filing date, so file the same week.

Yes. Unemployment insurance is funded by payroll taxes employers pay on wages, the claim never appears on credit reports or background checks, and future employers cannot see it. If the hesitation itself is the obstacle, whether filing is OK has its own article.

Your plan sets the end date rather than the law, so the separation packet is where that date actually lives, and it is often the last day of the month rather than your last day of work. After coverage ends, COBRA lets you keep the identical plan by paying the whole premium yourself, up to 102 percent of what the plan really costs, which lands as several times the payroll deduction you were used to. You get 60 days to elect, counted from the later of coverage ending or the election notice arriving, and electing reaches the coverage back to the day the old plan stopped so no gap exists. How continuation coverage works walks the timing, and whether to take it rather than a marketplace plan is a separate decision.

First pin down how much review time you actually have. If you're 40 or older, federal law gives you 21 days to consider an agreement that waives age claims, 45 in a group layoff, and a waiver signed under a shorter deadline can be invalid. If you're under 40, no federal window applies and the deadline in your packet may be real, so confirm it in writing and ask for more time if you need it. Use whatever window you have to read the release terms, especially non-disparagement and no-lawsuit clauses, and don't stall past a real deadline, because offers can be withdrawn.

Usually yes, though some states delay benefits until severance pay periods end, and lump sums are treated differently than salary continuation. Check your state's rules on our state benefit pages, and file immediately either way so your claim date is locked in.