Laid off from UnitedHealth Group.

Terms weren't published. What's documented is the structure, a Voluntary Resignation Separation Program open to full-time and part-time staff in four subdivisions of benefits operations, a March 3 deadline, and termination dates no sooner than May 1 and generally no later than November 13. An internal memo viewed by CNBC tied severance to years of service and salary grade, and cautioned that a later layoff might come with less. Your own agreement is what governs.

Optum files under its own names, so its rounds sit on our Optum page rather than this one, and the UnitedHealth rows in our tracker don't include them. At the parent level, the record here holds a fourth quarter 2025 charge of $746 million for real estate rationalization and workforce reductions with no job count attached, and restructuring lines through June 2026 that itemize contract reserves and equity valuations rather than workforce.

The most recent round in the record we track is from February 2026, when Bloomberg reported that the company had told an unspecified number of workers they were being laid off and had capped raises for the year at 0% to 2%. No company confirmation of either appears in that reporting, and no size was given. No WARN filing under the UnitedHealth name has reached our tracker since November 2017. Our tracker carries notices collected from the state archives we cover, so that's where to check for anything newer.

Not under its own name. Our tracker holds 17 filings matching UnitedHealth all told, the newest from November 2017, and none since the start of 2025. WARN requires notice only when losses at a single worksite cross size thresholds inside a set window, so an employer with hundreds of offices can reduce through buyouts, attrition and scattered trims without the paperwork ever starting. Minnesota, where the company is headquartered, holds none at all, and Minnesota's notices are among the ones we collect.

Its annual reports put the total at more than 440,000 at the end of 2023, nearly 400,000 a year later, and more than 390,000 at the end of 2025, a gap of roughly 50,000 between the first of those and the last. Each report also gives a clinical subtotal, nearly 160,000, then more than 140,000, then nearly 165,000. The filings state the numbers and attribute the movement to nothing.

Amounts weren't published. An internal memo viewed by CNBC said packages would follow years of service and salary grade, and warned that benefits in any later layoffs might not be as favorable. Packages change between rounds, and your separation agreement is the only version that counts.

In the state where you worked, not where the company is headquartered. UnitedHealth Group's biggest U.S. hubs are Minnesota, Illinois, Arizona. 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.