Laid off from Medtronic.

Previous rounds

Medtronic layoff history

Two different Medtronic decisions hit its California workforce in 2026, and they run on separate clocks. In February the company told California it would cut 81 jobs at its Northridge diabetes site, effective April 7, hitting engineering, IT, marketing and technician roles while the rest of the facility kept running. Three months later it told 370 people in Santa Rosa that it plans to leave the area, a closure announced in 2026 but scheduled to land later, with departures beginning in spring 2027 and the site closing in spring 2028. The Northridge date has already passed. The Santa Rosa one hasn't, and that difference changes what can still be done about it.

The filings put numbers on the restructuring where the announcements skip the headcount. Medtronic's board approved the MiniMed restructuring in December 2025 and put its pre-tax charges at roughly $300 million to $500 million, running through fiscal 2029. The company disclosed that materially all of those charges relate to employee termination benefits, the accounting line that holds severance, alongside organizational realignments and the unpicking of duplicated shared services, locations and systems. By the quarter ended July 31, 2026 it had booked $201 million of that program, and the money it had set aside for termination benefits fell from $119 million in April to $93 million in July after $88 million of payments.

Santa Rosa is the bigger of the two rounds and the slower one. Medtronic arrived in 1998 by buying Arterial Vascular Engineering for $3.7 billion and still employed 1,100 people locally when it started its first Sonoma County layoff rounds in 2019. The wind-down covers the two-building Fountaingrove campus and the people working remotely or hybrid against those operations, and the work moves primarily to Santa Ana, Minnesota and Galway, Ireland. Medtronic said it started the transition early to redeploy local workers where feasible and to offer remote work or relocation depending on role and business needs. Those two qualifiers are carrying weight, so if a redeployment or relocation offer comes up in a conversation, get it in writing with a role, a location and a date on it.

On severance the record is thin and lopsided. The one arrangement Medtronic's filings describe covers its top officers, who are eligible for a Section 16 Officer Severance that the exhibit points to the annual proxy to define, so even that one is named rather than spelled out. For most employees no terms appear in the filings or reporting we track, and neither 2026 statement from the company mentions packages at all. That leaves the agreement you're handed as the document that states your actual offer. In a separation year there's one more question worth putting in writing, which is whether Medtronic or MiniMed carries your severance and benefits obligations.

Both 2026 actions are California actions, which is where the notice rules bite. California WARN requires written notice at least 60 days before a mass layoff, closure or relocation the act covers, sent to affected employees, the state, the local workforce board and the chief elected official of the local government. Where it applies, the notice itself has to name the job titles affected, the number of people in each, the expected date of the first separation, the schedule for the ones after it, and whether bumping rights exist. New for 2026, a covered notice also has to say how the employer will support the workers it lays off and whether it plans to coordinate with the local workforce board. That makes your notice worth keeping, because it's the employer's own account of who was cut and when. The same local board runs the resume, interview, job search and training help through America's Job Center of California. Our WARN tracker holds 12 all-time Medtronic filings, 1 filing covering 81 jobs since the start of 2025.

Reporting on previous Medtronic layoff rounds

• May 2026 · 370 jobs at the Santa Rosa cardiovascular site, covering the Fountaingrove campus and the remote and hybrid staff attached to it, with departures starting spring 2027 and the site closing spring 2028

  Terms not published. Medtronic said it started the transition early to redeploy local workers where feasible and to offer remote work or relocation depending on role and business needs.

• February 2026 · 81 roles at the Northridge, California diabetes site, about 1% of the unit's global workforce, visible in our tracker

  Terms not published. Medtronic said the cuts were about ensuring the right structure, capabilities, and scale for the business to succeed as a standalone company.

• 2019 · The first Sonoma County layoff rounds, as some production shifted to Danvers, Massachusetts. No count of the jobs cut appears in the reporting we track; Medtronic still employed 1,100 people locally at the time

How Medtronic's layoffs compare to other companies

Medtronic tells its restructuring story through accounting charges more than through headcount announcements. The filings carry the $300 million to $500 million MiniMed program and $370 million of restructuring costs in fiscal 2026, while the job numbers reach the public through state filings and local reporting. Against a company that describes itself as 95,000 or more people in more than 150 countries, site-level cuts are easy to miss from the outside.

What to do after being laid off from Medtronic

1. File for unemployment in the state where you worked. Benefits run from your filing date, and severance usually doesn't block you. Medtronic's biggest hubs: California, Minnesota, Tennessee. Somewhere else? Every state is here.
2. 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 Medtronic's hub states run: California, Minnesota, Tennessee, and every other state is here.
3. 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.
4. Get your real runway number. Severance plus savings divided by reality. The calculator takes five minutes.
5. 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.