Laid off from Compass Group.

No terms for these separations appear in the reporting we track, and Compass hasn't published any. A union contract may carry transition provisions, so if your site is organized, ask the local named on your notice, the way SEIU Local 32BJ appears on the Richmond filing. In the two endings documented on this page the incoming contractor said it wanted the outgoing crew, which is a different thing from severance and isn't something Compass controls. Your individual agreement or contract is the version that counts.

Yes. Filings arrive under whichever brand holds your site's contract, and the parent is usually inside the filer's name, the way notices read Compass Group USA, Inc. d/b/a Chartwells or Compass Group USA, Inc. / Morrison Healthcare. Compass groups Crothall Healthcare and Morrison Healthcare with Intelas, Touchpoint Support Services and Unidine Healthcare in its healthcare arm. Whatever brand is on your paycheck is the name to search in state filings.

Learn which company takes over the contract and ask what its hiring process is. At Allegiant Stadium in 2025 and at VCU Health this year the incoming contractor said publicly that it wanted the outgoing crew, in the Richmond case subject to its own screening and onboarding, so applying early is worth doing even though nobody is promising you a job. If your site is organized, your union local is who to ask about transition terms. For unemployment, your state's agency sets the timing and eligibility rules, so file with it directly and ask what applies to you.

Yes, twelve notices covering 2,373 jobs in our tracker so far this year, spread across seven states. Michigan carries the heaviest total at 855 jobs over four notices, and the largest single one is 795 roles in Philadelphia in February. A Crothall notice for 545 jobs at VCU Health in Richmond followed in August and sits outside those counts, because our Virginia data doesn't hold it. Where a state records a reason, as Michigan does on its two most recent notices, it gives loss of contract; the rest are site-level filings with no cause stated in the sources we hold.

It tells you Compass lost the client. Whether the work itself continues, and who does it, is a separate question the notice doesn't answer. In the two endings documented on this page it did continue under someone else, Oak View Group at Allegiant Stadium in 2025 and HHS Environmental Services at VCU Health this year, and in both the incoming contractor said it wanted the outgoing crew. Find out who won your site's contract and ask them directly.

Nothing in our tracker points that way. The notices are site-level filings rather than one company-wide program. The half-year results reported in May 2026 put North America revenue up 8 percent with a small margin improvement and earnings per share up 12 percent in constant currency, and lifted profit growth guidance above 11 percent. That same summary recorded retention rates slightly down in the second quarter.

In the state where you worked, not where the company is headquartered. Compass Group's biggest U.S. hubs are Illinois, Michigan, Pennsylvania. 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.