Laid off from CDW.

Yes. CRN reported a round in July 2026 and CDW confirmed it had made organizational changes that included coworker reductions, while declining to say how many people were affected. It followed a July 2025 round and April 2023 cuts of 450 to 750 people.

Yes. CRN reported a July 2025 round, drawing on reports including TheLayoff, and no count is on record for it. A July 2024 round appears only in employee accounts, also with no company confirmation on record.

For the 2026 and 2025 rounds, CDW hasn't said, and no WARN filing sits in our tracker to check a number against. April 2023 is the only round with reported numbers, 450 to 750 in CRN's reporting, and 600 to 1,000 in employee posts at the time. The company's filings show a US coworker count that fell from 12,250 at the end of 2022 to 11,200 at the end of 2025, which is a workforce change rather than a layoff count, with hiring and attrition sitting inside it.

No severance terms for any CDW round are on record. The one public detail comes from 2023, when laid-off employees described severance offers signed under non-disclosure agreements. The terms you were handed are specific to you, and our severance negotiation article lists the standard checks to run against them.

None appear in our tracker for any round. Illinois, where CDW is headquartered, requires employers with 75 or more full-time workers to give 60 days notice of a plant closing or mass layoff, and nothing matching CDW sits in the records we collect. An absence of filings says nothing about whether cuts happened.

About 14,700 worldwide as of the quarter that ended in June 2026, roughly 10,300 of them in customer-facing roles. The 2025 annual report put the company at 14,800 people, 11,200 of those in the US. The customer-facing figure has stepped down through 2026, from about 10,500 at the end of 2025 to 10,400 and then 10,300.

In its statement to CRN, CDW said it had made organizational changes, including coworker reductions, to sharpen its operating discipline and reinvest in the highest-return, highest-growth opportunities. The cuts came after CDW launched Geared For Growth, which the CEO described as driving effectiveness into sales and customer-facing organizations while embedding AI across core processes. Asked on the May call whether the savings would mean layoffs, the CEO answered in terms of productivity rather than headcount.

In the state where you worked, not where the company is headquartered. CDW's biggest U.S. hubs are Illinois, Texas, 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.