Laid off from Boston Scientific.

Yes, as a program rather than a single announcement. The board approved the 2026 Restructuring Plan on 21 July 2026, running to the end of 2029, and the company said it expects some headcount reductions alongside new jobs in growth areas. Ireland's Department of Enterprise confirmed a collective redundancy notification on 22 July 2026, and the company confirmed Costa Rica is part of the program. In the United States our tracker holds two 2025 filings covering 86 jobs in California and none in 2026.

The company hasn't said, and no headcount appears in the filing. The public sizing is money rather than people, $275 million to $300 million budgeted for termination benefits inside $700 million to $800 million of total charges. For scale, the program that finished in 2025 recorded $115 million of termination benefits against $748 million of cumulative charges. The company said plans detailing specific employee impacts would be developed for each affected region and business, and the filing names no sites.

The 2026 proxy documents a severance plan for exempt employees. For director level and above it states two weeks of pay for each completed year of service, with a minimum of 26 weeks and a maximum of 52, one month of subsidized health and dental coverage for each completed year of service, with a minimum of six months and a maximum of 12, and outplacement capped at $2,000. It states no formula below that level, and no terms are on record for the 2026 program itself. Payment is subject to the company's receipt of a release of claims, and your own agreement controls.

That clause is worth reading closely. Under the plan described in the 2026 proxy, a qualifying layoff includes a reduction of staffing levels where the employee "has not refused a similar position". Refusing a position the plan treats as similar can therefore place a termination outside that definition. If another role is offered to you instead of an exit, ask in writing what the role is and how your separation would be classified before you answer, then check the answer against your own plan documents.

Our tracker holds 14 all-time filings under this company's name and two since the start of 2025, both in California, 63 jobs filed on 15 April 2025 and 23 on 10 June 2025. Those entries record dates and counts without naming a site. 2026 holds none, so nothing filed under the current restructuring has reached the tracker yet.

In the state where you worked, not where the company is headquartered. Boston Scientific's biggest U.S. hubs are Massachusetts, Minnesota, California. 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.