Laid off from Workday.

U.S. employees were offered a minimum of 12 weeks of pay with additional weeks based on tenure, plus additional vesting of restricted stock units, career services, benefits support and immigration support, according to the CEO note the company filed with its 8-K. Packages outside the U.S. followed local standards. The filing put total charges at $230 million to $270 million, with $145 million to $175 million of that in severance payments, employee benefits and related costs.

The company framed the 2025 round as prioritizing innovation investments like AI and platform development, and said in the same filing that it expected to keep hiring in key strategic areas that year. Its own annual reports show the workforce larger after the round than before it, over 20,400 employees at the end of January 2025 and over 21,000 a year later, with the U.S. share of that workforce falling from about 63% to about 58%. Both 2026 filings repeated the hiring line, each saying Workday planned to keep hiring in key strategic areas and locations through fiscal 2027.

Workday told the SEC on 4 February 2026 that reorganizations inside certain functions would eliminate about 2% of its workforce, primarily non-revenue generating roles in its Global Customer Operations team, and expected the work to be substantially complete by the first quarter of fiscal 2027. HR Executive estimated roughly 400 people from that percentage. Our tracker holds a 154-job California filing dated the same day. A later quarterly filing, covering the six months to 31 July 2026, said the plan was substantially completed in that first quarter, a reduction of about 2%.

Yes. Our tracker holds 3, with 2 of them covering 771 jobs since the start of 2025, and California received every one. Cuts that reached other states or other countries don't appear there, so each round affected more people than its tracker count shows.

Workday told the SEC on 29 September 2026 that reorganizations inside certain functions included a reduction of about 2.5% of its workforce, primarily within its Product and Technology team, and cuts to some leased office space. Business Insider put the number at about 500 employees, the second Workday round of 2026. Workday expected the employee actions to be substantially completed by the first quarter of fiscal 2028, which runs from February through April 2027 on its calendar, depending on local law and consultation requirements.

Neither 2026 filing sets out per-person terms. The February filing put about $40 million of its charges toward severance payments, employee benefits and related costs, and the September filing put $40 million to $55 million there. If you're weighing an offer from either round, the terms Workday filed for its February 2025 round, a U.S. minimum of 12 weeks of pay plus tenure-based weeks, are one comparison, though they were set for that round only.

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