Laid off from Omnicom.

No layoffs-only number is on record. In September 2026, CFO Phil Angelastro described a headcount reduction of about 15,000 during 2026, from about 120,000 employees in December 2025 to about 105,000 by the end of the year. That figure counts layoffs alongside outsourcing, offshoring, natural attrition and staff at businesses Omnicom targeted for sale, such as Jack Morton, sold earlier in 2026.

No package tied to the 2026 plan is on record. In December 2025, reporting on internal documents Adweek obtained said Omnicom's U.S. policy capped severance at 12 weeks, against upward of 20 to 30 weeks for long-tenured staff under IPG, and that skipping the return-to-office requirement could affect eligibility. Omnicom's 2025 severance costs of $786.0 million are a company-wide total, not a formula.

Yes, in New York. A notice filed in December 2025 and made public February 23, 2026 listed 94 U.S. jobs from March 1, including 92 of 251 employees at IPG's former headquarters at 909 Third Avenue. Omnicom said it covered actions from December 1, 2025. In our tracker, Omnicom units hold 2 filings covering 168 jobs since the start of 2025, one each in California and Michigan.

DDB, FCB and MullenLowe. Omnicom's December 2025 plan set them to be retired by mid-2026, FCB into BBDO and the other two into TBWA, leaving BBDO, TBWA and McCann as the three major global networks in its advertising division. A spokesperson said at the time that further agency dispositions were possible, and Jack Morton was sold earlier in 2026.

With its 2025 results, Omnicom said labor savings would involve moving roles to lower-cost locations through off-shoring and near-shoring and outsourcing some jobs to third parties, and it had offshore hubs in Colombia, Costa Rica and India. In September 2026 its CFO counted outsourcing and offshoring in the 15,000.

In the state where you worked, not where the company is headquartered. Omnicom's biggest U.S. hubs are New York, California, Michigan. 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.