Laid off from HP.
HP plans its layoffs years ahead and files the math with the SEC. The people numbers are in the restructuring plans. The package terms mostly aren't.
At a glance
What's known about HP severance and layoffs
- 4,000 to 6,000 · Roles in the 2025 AI restructuring plan, by fiscal 2028
- About $500M · Labor costs HP budgeted for those separations
- $83,000 to $125,000 · What that budget implies per affected role
- 1,000 to 2,000 · Roles cut under the earlier 2025 restructuring
- 20 to 52 weeks of pay · Early retirement lump sum, March 2026 program
- Active rates, up to 36 months · Health coverage offered with that retirement package
- About 9,500 · People who left under the Future Ready plan
Recent HP layoffs
HP put early retirement at 20 to 52 weeks of pay
HP's March 2026 early retirement offer went to U.S. employees aged 55 and over who had a decade or more behind them. The filing covering the quarter ended July 31, 2026 sets the incentive at a lump sum of 20 to 52 weeks of pay based on service, plus health coverage at active employee rates for up to 36 months. Accepted employees are leaving on dates running from May 29, 2026 to April 30, 2027. The same filing raised the plan's labor budget to about $500 million from the $400 million the November 2025 8-K first set.
Previous rounds
HP layoff history
HP has run two of these programs since 2022, both approved by its board with end dates measured in years, and both quantified in its SEC filings. The board approved the current one on November 25, 2025, expects to implement it through fiscal 2028, and describes it as driving customer satisfaction, product innovation and productivity through artificial intelligence adoption. The filing puts the reduction at 4,000 to 6,000 employees, against about $650 million in charges and a stated goal of about $1 billion in gross run rate savings by the time it ends. CNN reported the teams involved as product development, internal operations and customer support. If you work at HP, the restructuring you're bracing for was approved quarters ago with a dollar figure already attached.
Those filings support a piece of arithmetic worth doing. The November 2025 8-K put about $400 million of the total charge against labor. By the filing covering the quarter ended July 31, 2026, HP had raised that to about $500 million and left the 4,000 to 6,000 range exactly where it was. Spread across that range, $500 million works out to roughly $83,000 to $125,000 for each affected role, covering severance, benefits continuation and everything else that separating somebody costs. That's an average across every level and country rather than anybody's offer, and the revision matters on its own, because the money went up while the headcount stayed put. CFO Dive reported about $250 million of the charge landing in fiscal 2026.
The last plan is the reason those numbers deserve a second look. HP's board approved Future Ready in November 2022 at the same 4,000 to 6,000 range, against about $1.0 billion in charges. By February 2025 the expected reduction had grown to about 7,000, and CNN reported another 1,000 to 2,000 people leaving that month under the same plan. When HP called the program substantially complete, the count was about 9,500 people, roughly 3,500 more than the top of the range it started with, with $865 million in severance costs reported against it. The announced range turned out to be a floor rather than a ceiling, which is the most useful thing the record says about the current one.
One piece of the current plan comes with terms you can actually read. In March 2026 HP put a voluntary early retirement package in front of U.S. staff who had turned 55 and had at least 10 years of service behind them. The incentive is a lump sum based on years of service, 20 to 52 weeks of pay, and HP amended its U.S. pension plan so the benefit gets paid from the plan itself. People who took it were also offered up to 36 months of health coverage priced at what active employees contribute, which stops at age 65 when Medicare becomes available. Accepted employees are leaving on dates running from May 29, 2026 to April 30, 2027, so departures under it are staggered across a year. For an involuntary separation under the same plan there are no terms on record, which leaves your own packet as the only version that binds anyone.
Two things are worth knowing before reading this as a company collapsing. HP reported about 58,000 employees worldwide in fiscal 2022 and about 55,000 in fiscal 2025, a net drop of roughly 3,000 over a stretch that saw about 9,500 people depart under Future Ready, so the gross departures and the net change are very different numbers. And HP Inc is only half of the old Hewlett-Packard, which completed the separation of Hewlett Packard Enterprise on November 1, 2015, so enterprise infrastructure cuts belong to that company and its own page here, not to this one. Our WARN filing tracker holds 22 all-time filings under HP and pre-split Hewlett-Packard names, with none in our tracker since the start of 2025, while HP's fiscal 2025 annual report listed Boise, Fort Collins and Palo Alto among its major U.S. sites. A quiet stretch in the tracker and a quiet stretch at the company aren't the same thing, so watch your state's WARN feed rather than the headlines. And if a packet does arrive, the numbers on this page won't be in it. Read the release terms and whatever deadline it sets, check the date your health coverage actually ends, and get the whole thing in front of someone who can read it with you before you sign.
Reporting on previous HP layoff rounds
March 2026 · Voluntary early retirement, open to U.S. staff who had turned 55 and put in a decade or more, inside the same 4,000 to 6,000 target
A lump sum based on years of service, 20 to 52 weeks of pay, paid from HP's amended U.S. pension plan, plus up to 36 months of health coverage at the contribution rate active employees pay, stopping at age 65.
November 2025 · 4,000 to 6,000 roles by the end of fiscal 2028, across product development, internal operations, and customer support
Terms not published. The quarterly filing to July 31, 2026 puts labor costs at about $500 million of roughly $650 million in total charges, which works out to a budget of roughly $83,000 to $125,000 per affected role covering severance and related costs.
Early 2025 · 1,000 to 2,000 additional roles in February under the prior restructuring plan
November 2022 · The Future Ready plan, announced at 4,000 to 6,000 roles through fiscal 2025 and finished with about 9,500 people departed
Terms not published. HP reported $865 million in severance costs across the whole plan, an aggregate rather than anyone's package.
How HP's layoffs compare to other companies
HP's filings disclose the aggregate cost of separations with unusual precision while saying nothing about any individual's terms. The budget math is a reference point, not a promise.
What to do after being laid off from HP
- File for unemployment in the state where you worked. Benefits run from your filing date, and severance usually doesn't block you. HP's biggest hubs: California, Texas, Idaho. Somewhere else? Every state is here.
- Apply for financial and hardship assistance. Unemployment supplements income, but food benefits, health coverage and utility help are often available as well. Here's some of what HP's hub states run: California, Texas, Idaho, and every other state is here.
- Mind the health insurance window. Losing coverage opens a 60-day special enrollment period, and an ACA plan usually beats unsubsidized COBRA. Compare your options before the employer coverage lapses, and read how the COBRA clocks run if you are weighing it seriously.
- Get your real runway number. Severance plus savings divided by reality. The calculator takes five minutes.
- Know which clocks are already running. Severance review windows, COBRA election, visa grace periods, and 401(k) rollovers all run on federal deadlines that started at termination. All five deadlines are here.
HP layoff and severance questions
What severance does HP pay in the AI restructuring?
HP hasn't published individual terms for involuntary separations. Its filings budget roughly $500 million in labor costs for 4,000 to 6,000 separations, an average of about $83,000 to $125,000 per role covering all separation costs. That's an aggregate planning number, not a formula, and your own offer is the only binding version. The exception on record is the March 2026 early retirement program, with published terms of 20 to 52 weeks of pay.
When will the HP layoffs actually happen?
HP expects to implement the November 2025 plan through the end of fiscal 2028, so the schedule HP filed covers several years rather than a single event. The early retirement group alone is leaving between May 2026 and April 2027. Our WARN filing tracker collects the filings states publish, so it's the place to check whether anything has been filed where you work.
Who qualified for HP's early retirement offer?
The March 2026 program was voluntary and limited to U.S. employees who were at least 55 years old with 10 or more years of service at HP. Those accepted get a lump sum of 20 to 52 weeks of pay based on their years of service, paid out of HP's U.S. pension plan. They were also offered health coverage for up to 36 months at the same contribution rate active employees pay, stopping at age 65 when Medicare becomes available. It was a closed offer tied to that program rather than a standing HP policy.
Did HP cut more people than it announced under Future Ready?
Yes. HP announced Future Ready in November 2022 at 4,000 to 6,000 roles through fiscal 2025. By February 2025 the expected reduction had grown to about 7,000, and when HP called the plan substantially complete it reported about 9,500 departures, roughly 3,500 more than the top of the original range. That count mixes voluntary early retirement with involuntary exits, and HP doesn't split the two.
Where do I file for unemployment after being laid off from HP?
In the state where you worked, not where the company is headquartered. HP's biggest U.S. hubs are California, Texas, Idaho. Severance usually doesn't block you from filing, and benefits run from your filing date, so file the same week.
Is it OK to file for unemployment after a layoff at HP?
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.
What happens to my health insurance after a layoff at HP?
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.
Should I sign the severance agreement right away?
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.
Can I collect unemployment if I got severance from HP?
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.