Laid off from SLB.

The newest filing our tracker matches to SLB predates 2025, so it holds nothing for 2026. SLB's filings for the first half of 2026 record $110 million of merger and integration charges, primarily tied to ChampionX, and no other charge line for those quarters.

No count is on record. When Reuters reported the February 2025 reorganization, it wasn't immediately clear how many workers would be laid off. SLB's 10-K puts 2025 workforce-reduction charges at $407 million, against a workforce of roughly 111,000 as of February 2024.

The record we track doesn't establish whether SLB laid off ChampionX employees after the deal. Our tracker's SLB count includes ChampionX and Apergy, which merged with Ecolab's former upstream energy business to create ChampionX in 2020, and none of those filings is dated 2025 or later. ChampionX brought more than 7,000 employees. SLB recorded $59 million in 2025 for change-in-control arrangements, accelerated stock compensation and retention tied to the deal and $110 million of merger and integration charges through June 2026, primarily for ChampionX, and neither figure is a layoff headcount.

Nothing in the reporting we track sets out SLB's per-person terms. What's on record are company totals, more than $1 billion for more than 21,000 job cuts in 2020 and $237 million in 2024, with no breakdown by person. Before you sign, check your separation letter for the weeks of pay, the day your benefits stop, and which claims the release makes you drop.

In the state where you worked, not where the company is headquartered. SLB's biggest U.S. hubs are Texas, Oklahoma, Alaska. 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.