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 been reported about HP severance packages
- 4,000 to 6,000 · Roles in the 2025 AI restructuring plan, by fiscal 2028
- About $400M · Labor costs HP budgeted for those separations
- $67,000 to $100,000 · What that budget implies per affected role
- 1,000 to 2,000 · Roles cut under the earlier 2025 restructuring
The latest
Up to 6,000 more roles by fiscal 2028
In November 2025 HP's board approved a plan cutting 4,000 to 6,000 roles by the end of fiscal 2028, roughly a tenth of the workforce, to fund AI adoption. The 8-K filing budgets about $650 million in charges, roughly $400 million of it labor costs.
Previous rounds
How HP has handled layoffs in the past
HP has run its reductions as board-approved, SEC-filed programs with end dates measured in years. The November 2025 plan targets 4,000 to 6,000 roles by the end of fiscal 2028 with $1 billion in annual savings and about $650 million in charges, and it followed an earlier plan that had already cut 1,000 to 2,000 roles in 2025. If you work at HP, the restructuring you're worried about was probably announced quarters ago with a dollar figure attached.
The filings allow a piece of math almost no other company's disclosures support. Roughly $400 million of labor costs spread across 4,000 to 6,000 people is a budget of about $67,000 to $100,000 per affected role, covering severance, benefits continuation, and everything else separation costs. That's an average across every level and geography, not your number, but it tells you HP planned for real packages rather than statutory minimums.
The multiyear structure changes the tempo. Cuts under these plans arrive in tranches spread over quarters, team by team, which means WARN notices surface site by site rather than in one wave, and the anxiety runs longer than the event. The practical move is the same as anywhere, treat every quarter as potentially yours, keep your runway math current, and when the notice comes, remember the plan's per-head budget when you read your offer.
Recent HP layoffs
November 2025 · 4,000 to 6,000 roles by end of fiscal 2028, about 10%, across product development, internal operations, and customer support
Terms not published. The 8-K puts charges at about $650 million, including roughly $400 million of labor costs, which works out to a budget of roughly $67,000 to $100,000 per affected role covering severance and related costs.
Early 2025 · 1,000 to 2,000 additional roles under the prior restructuring plan
Terms not published.
Quick answers
What severance does HP pay in the AI restructuring?
HP hasn't published individual terms. Its 8-K budgets roughly $400 million in labor costs for 4,000 to 6,000 separations, an average of about $67,000 to $100,000 per role covering all separation costs. That's an aggregate planning number, not a formula, and your own offer is the only binding version.
When will the HP layoffs actually happen?
The November 2025 plan runs through the end of fiscal 2028, so cuts arrive in waves over multiple years rather than one event. Individual notice typically comes with your site's WARN filing where thresholds apply, which is why watching your state's WARN feed beats watching headlines.
What severance has HP given laid-off employees?
4,000 to 6,000 (roles in the 2025 ai restructuring plan, by fiscal 2028). Packages change between rounds, and your separation agreement is the only version that counts.
Where do I file for unemployment after a HP layoff?
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.
Should I sign the severance agreement right away?
Not on the spot. 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.
Help for people recently 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.
- Don't sign the severance agreement on the spot. Find out in writing how long you have to review it. At 40 or older, federal law guarantees 21 days, 45 in group layoffs. Under 40, the packet's deadline may be real, so ask for time rather than assume. Read our severance breakdown first. The clauses matter more than the number.
- 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.
- 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.