Laid off from GE HealthCare.

Our tracker hasn't logged a GE HealthCare WARN filing for 2026, and all 7 of the company's filings there predate 2025. Its 10-Q shows $68 million of employee termination costs in the first half of 2026, against $32 million a year earlier, and expected about $38 million more in restructuring expenses, primarily over the following 12 months.

No company-wide GE HealthCare severance terms are on record. The only offer described on record comes from an unverified July 2024 Blind post by someone who said they were in India, describing a choice to resign with two months' salary and notice period or go through a performance improvement plan. France's late-2025 plan leaned on voluntary departures, with management promising individual support to each employee affected. Treat those as history and work from whatever terms GE HealthCare puts in writing for you.

Our tracker counts 7 GE HealthCare filings across all years, owned units included, and none from 2025 on. Of those, the one the reporting we track covers is the June 2020 notice of 123 layoffs in Wauwatosa, Wisconsin, filed before the spin-off.

GE Medical Systems, its French subsidiary, put a plan to eliminate 59 posts, 32 in Strasbourg and 27 in Buc, to staff representatives in late 2025. Strasbourg's DoseWatch research and development was to end, with maintenance moving to Bangalore, and the plan rested on voluntary departures, not expected to be final before the end of February 2026.

In November 2023 GE HealthCare told employees it would move operations at its Milwaukee and Wauwatosa locations to Waukesha in waves, affecting roughly 1,000 workers, and keep the Wauwatosa lease through the end of 2026. Its West Milwaukee and Madison plants weren't affected.

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