Laid off from HP.

What HP layoffs have meant for employees

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, and HP expects to implement it through fiscal 2028, describing it as intended to drive 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 may be 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, counting what HP calls labor costs related to workforce reductions. That's an average across every level and country rather than anybody's offer or entitlement, and the revision matters on its own, because the money went up while the headcount stayed put. HP expected about $250 million of the charges to land in fiscal 2026, as CFO Dive reported.

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 too low, 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.

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, whereas Future Ready's own count reached about 9,500 departures, 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. 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 it's worth watching your state's WARN feed rather than the headlines. And if a packet does arrive, the aggregate numbers in HP's filings don't determine its terms. If you're handed one, it's worth going over the release terms and whatever deadline it sets, checking the date your health coverage actually ends, and getting the whole thing in front of someone who can read it with you before you sign.

A sourced history of HP layoffs

• March 2026, voluntary early retirement offer for U.S. staff

  HP announced a voluntary early retirement offer in March 2026 for U.S. employees aged 55 or older with at least 10 years at HP, and its third quarter 10-Q puts the accepted employees' last days between May 29, 2026 and April 30, 2027.

• November 2025, HP's AI restructuring plan approved

  HP's board approved a restructuring plan on November 25, 2025, and its 8-K put the job cuts at about 4,000 to 6,000 through fiscal 2028.

• February 2025, Future Ready plan expanded

  On February 27, 2025, HP approved an amendment adding about 1,000 to 2,000 to Future Ready's expected job cuts and an expected $150 million to its charges, as its first quarter 10-Q sets out, and CNN reported layoffs on that scale in February.

• November 2022, Future Ready, HP's Fiscal 2023 Plan

  HP's board approved Future Ready on November 18, 2022, according to its first quarter fiscal 2025 10-Q, and HP's fiscal 2025 annual report dates the departures under its January 2023 early retirement offer for U.S. staff from March 15 to October 31, 2023.

What to do if you're 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.