Laid off from Spotify.

An average of about five months, per Ek's published memo, plus paid-out unused PTO, healthcare covered through the severance period, two months of career support, and immigration support for visa holders. The memo said severance was calculated from local notice period requirements and tenure, so the average hides a range and individual offers differed.

Yes, though nothing close to 2023's scale. Variety reported 15 roles cut at The Ringer and Spotify Studios in June 2025, and another 15 across the podcast organization in March 2026. Spotify's 2025 annual report records no similar material reorganization events for 2024 or 2025, which is an accounting judgment about scale rather than a statement that nobody left.

Three of them, all dated before 2025. None in our tracker since, which describes what appears in our tracker rather than what happened inside the company. Neither the 2025 nor the 2026 podcast round shows up there, and the only accounts of them in the reporting we track are press reports.

Spotify's annual report puts average full-time employees at 9,123 in 2023, 7,691 in 2024, and 7,287 in 2025. Those are yearly averages rather than a count on any given day, so the 2023 number still carries most of a year staffed at pre-layoff levels. Subtracting the endpoints gives about 1,836 fewer people, which folds ordinary attrition and hiring in with the layoffs.

Yes, in both recent rounds. Variety reported 15 people cut across The Ringer and Spotify Studios in June 2025, about 5% of those two teams, and another 15 across the podcast organization in March 2026, most of them again at those two units. The 2026 round also ended the Ringer show New York, New York With John Jastremski.

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