Laid off from VMware.

No figure is on record. The only filed document setting a severance floor is the merger agreement, which held severance at VMware's own terms for twelve months after the November 2023 close and pointed the terms themselves at a disclosure letter that isn't part of the filed agreement. The termination email promised a severance package and a non-working paid notice period without naming an amount. So the number that governs you is the one in your own agreement. If you left inside that first year and the floor covered you, the benefits weren't meant to be less favorable than the VMware terms you were already eligible for, and that's the comparison worth making against your paperwork.

Nothing we track shows a round underway. Broadcom's annual report for the year ended 2 November 2025 says it has substantially completed the restructuring activities it began for the VMware merger, and the charges fell from $1,787 million in fiscal 2024 to $597 million in fiscal 2025. The most recent notice on record is 247 jobs at 3401 Hillview Avenue in Palo Alto, filed with California in October 2025. Our tracker holds no VMware filing since the start of 2025. That's an absence of filings under VMware's name, not proof that nobody has been cut since.

Nothing in the reporting we track sets out the terms of one, so treat any description you find as unconfirmed. What's on record is narrower. The merger agreement held severance at VMware's terms for twelve months from the close, and the first-wave email offered a severance package plus a non-working paid notice period. If you were offered a job with an end date instead of an exit, weigh the salary through that date plus whatever package waits at the end against the package you could take now, and ask for that second number in writing.

The first month's WARN notices came to 2,838 across eight states. Past that the count is reported rather than filed. Business Insider put it at more than half the workforce, about 16,000 left by March 2025 against more than 38,000 at the start of 2023, and VMware's last annual report counted about 38,300 in February 2023, so the starting point checks out even though no filing confirms where it ended. About 4,000 people transferred to KKR with the end-user computing division in July 2024, which makes the gap smaller than it looks, and Broadcom's restructuring note quantifies money rather than headcount.

Our tracker holds 12 all-time VMware filings and none since the start of 2025, and Broadcom filed the post-close notices under its own name. Reporting lists 1,267 jobs in California, 577 in Austin, 217 in Atlanta, 184 in Broomfield, 169 in New York City, 158 in Bellevue, 150 in Boston and 116 in Reston. The tracker only counts notices that were filed. Plenty of jobs go without one, so a quiet state row settles nothing either way.

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