Cigna Layoffs: Severance, Evernorth Restructuring, WARN Notices and Employee Guide

Active major layoffHigh confidenceLatest verified event: July 30, 2026· Reviewed October 13, 2026

Cigna is in an active, accelerating restructuring programme that it accounts for formally and reports every quarter. Severance of $370 million in the first half of 2026 is nearly double the $194 million booked in the first half of 2025, and programme-to-date severance has reached $748 million. Headcount fell by 5,800 during 2025.

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Educational, employee-first summary of publicly available information — not legal, financial, tax or immigration advice, and not affiliated with or endorsed by Cigna. Verify your specific situation with HR, official notices and qualified professionals.

Quick answer

Latest verified development: The Cigna Group's Form 10-Q for the quarter ended 30 June 2026 reports programme-to-date restructuring costs of $1,199 million pre-tax, of which severance accounts for $748 million. Severance in the first half of 2026 alone was $370 million, against $194 million in the same period of 2025 — the programme is accelerating, not winding down. Separately, Cigna was reported in February 2026 as eliminating approximately 2,000 roles globally, fewer than 3% of its workforce, with voluntary separations offered alongside.
What kind of event: A multi-year, formally accounted restructuring programme rather than a single round. Cigna reports it as one continuing initiative covering severance and other employee costs, asset impairments, accelerated amortisation and the results of small non-strategic businesses it plans to discontinue — so headcount reduction and business exits are inside the same disclosure.
What number is confirmed: $748 million of programme-to-date severance and $370 million in the first half of 2026 are confirmed in Cigna's own filings, as is the headcount: approximately 67,700 employees worldwide at the end of 2025, down from 73,500 a year earlier. The 2,000-role February 2026 figure comes from trade reporting rather than from Cigna, and is labelled accordingly throughout this page.
Who appears most affected: Our WARN data points squarely at Evernorth rather than at Cigna Healthcare: all three filings in our dataset name Cigna Evernorth Services or Evernorth Care Group — 134 and 62 workers in Morris Plains, New Jersey and 143 in Scottsdale, Arizona. The Scottsdale filing is tied to HonorHealth acquiring eleven Evernorth care-delivery facilities, which is a business transfer rather than a pure layoff.
What to verify first: Which side of the company employs you, and whether your site is being sold rather than closed. Cigna Healthcare is the insurer; Evernorth is the pharmacy-benefit and care-delivery business, and it is where the documented reductions and the divestitures are. If your facility is going to another operator — as eleven Evernorth clinics did to HonorHealth — the question is not what severance you get but whether the buyer is offering you a job, on what terms, and what happens to your Cigna severance if you decline.

Current status as of October 13, 2026

Classification: Active major layoff

Confirmed

✓Q2 2026 Form 10-Q: programme-to-date total costs of $1,199 million pre-tax ($908 million after-tax), including $1,062 million in selling, general and administrative expenses, “primarily associated with severance ($748 million) and asset impairments ($109 million)”.
✓Same filing: programme costs of $450 million in the first half of 2026 against $344 million in the first half of 2025, with severance of $370 million against $194 million.
✓Same filing: the programme “includes severance and other employee costs, asset impairments and accelerated asset amortization, and the operating results of certain small non-strategic businesses that we plan to discontinue”.
✓FY2025 Form 10-K: approximately 67,700 employees worldwide at the end of 2025, about 88% US-based — down from approximately 73,500 and 90% US-based a year earlier.
✓Three WARN filings in our dataset, all naming Evernorth entities: 134 workers at Morris Plains, New Jersey (filed 1 February 2026), 143 at Evernorth Care Group in Scottsdale, Arizona (filed 11 November 2025) and 62 at Morris Plains (filed 1 April 2025).

Reported / proposed (not confirmed)

•Approximately 2,000 roles were reported as eliminated globally by the end of February 2026, fewer than 3% of the workforce, by Modern Healthcare, Becker's and others. Cigna confirmed reductions in a statement but we found no company figure, so the number is reported rather than confirmed.
•A company spokesperson was quoted as saying: “As we drive greater efficiency across our business, we have made the difficult decision to reduce roles in our workforce”, and that Cigna is providing a package including transition services. The content of that package was not described.
•Voluntary separations were reported as being offered alongside the involuntary reductions. Cigna's filings record severance costs without distinguishing voluntary from involuntary, so the mix is not establishable from the disclosures.
•Reporting links the February 2026 reductions in time to the Federal Trade Commission's settlement with Express Scripts over insulin pricing, announced days earlier. That is a sequence of events, not a stated cause, and Cigna has not connected the two.
•The 143 Scottsdale roles are reported as tied to HonorHealth acquiring eleven Evernorth care-delivery facilities, with the transaction expected to close in January. Whether individual employees transferred to the buyer is not publicly established.

Cigna snapshot

Legal employer name	The Cigna Group
Common name	Cigna
Parent company	None (independent)
Covered subsidiaries	Cigna Healthcare (Cigna Health and Life Insurance Company), Evernorth Health Services, Evernorth Enterprise Services, Inc., Express Scripts, Accredo Health Group, Evernorth Care Group
Industry	Health insurance and pharmacy benefit management
Headquarters	Bloomfield, Connecticut, United States
Ticker	CI (NYSE)
Employee base	~67,700 employees worldwide, about 88% US-based (as of December 31, 2025)
Latest verified event	H1 2026: $370 million of severance booked, against $194 million a year earlier — July 30, 2026
Historical H-1B sponsor	Yes (federal data)
Source confidence	High confidence
Guide last reviewed	October 13, 2026 by Deepak Middha

Cigna employees by year, as reported in each annual Form 10-K

Six almost identical bars and then a short one. Cigna's workforce sat within a few thousand of 73,000 from 2018 through 2024, including through the Express Scripts integration and the pandemic. The 2025 bar is the break in the pattern, and it is a large one.

2018

73,800

2019

73,700

2020

73,700

2021

73,700

2022

71,300

2023

72,500

2024

73,500

2025

67,700

2025: US-based share also fell from about 90% to about 88%, so the international reduction was proportionally larger

Source: The Cigna Group and Cigna Corporation Form 10-K, Item 1, each year 2018 to 2025, stated as approximate employees worldwide. [3],[4],[5]As of December 31, 2025.

Cigna layoff timeline

Cigna is the most financially transparent of the large health insurers about what its restructuring costs, and that transparency is the backbone of this timeline: each quarter's filing states the severance booked and the programme-to-date total, which lets you see the trajectory rather than guess at it. Where a reduction is actually a business being sold, the timeline says so, because the two produce completely different outcomes for the people in them. Newest first.

H1 2026: $370 million of severance booked, against $194 million a year earlier

July 30, 2026high

RestructuringConfirmedAffected: $370 million of H1 2026 severance; $748 million programme-to-date

Affected divisions: Evernorth Health Services, Cigna Healthcare, Corporate
Locations: United States and international

Company-stated reason: Cigna describes the programme as covering “severance and other employee costs, asset impairments and accelerated asset amortization, and the operating results of certain small non-strategic businesses that we plan to discontinue”. The Q2 2026 filing reports $450 million of total programme costs for the half, of which $446 million sat in selling, general and administrative expenses and $370 million of that was severance. [1],[2]

What this means for you: The year-on-year comparison is the single most useful figure on this page. Severance of $370 million in the first six months of 2026 against $194 million in the same months of 2025 means the programme roughly doubled in intensity, which is the opposite of what you would infer from the absence of fresh headlines after February. Severance is generally recognised when a plan is committed and communicated, so a rising line means more decisions are being made, not that old ones are being paid out. If you are weighing whether to start looking now or wait to see how things develop, this number argues strongly for now.

FY2025: headcount falls 5,800 to 67,700 — the largest single-year fall in Cigna's recent history

February 26, 2026high

Attrition-driven reductionConfirmedAffected: 5,800 fewer employees year over year (net, not a layoff count) (~7.9%)

Affected divisions: Companywide
Locations: United States and international

Company-stated reason: The FY2025 10-K reports approximately 67,700 employees worldwide at the end of 2025 against approximately 73,500 a year earlier. The US share fell from approximately 90% to about 88%, which means the international reduction was proportionally larger than the domestic one. [3],[4],[5]

What this means for you: Two details in this are easy to miss and both are useful. First, Cigna's headcount had been remarkably stable for years — 73,800, 73,700, 73,700, 73,700, 71,300, 72,500, 73,500 across 2018 to 2024 — so the 2025 fall of 5,800 is a genuine break in the pattern rather than the continuation of a trend. Second, the US share dropped two percentage points, which arithmetically means a disproportionate share of the reduction fell outside the United States. If you are at an international Cigna or Evernorth location, your local picture may be worse than the global figure suggests, and local notice and severance law will govern rather than anything on this page.

~2,000 roles eliminated globally by the end of February 2026, with voluntary separations offered alongside

February 6, 2026medium

LayoffReliably reportedAffected: ~2,000 roles globally (reported), fewer than 3% of the workforce (~3%)

Affected divisions: Companywide
Locations: Global
Effective date: February 28, 2026

Company-stated reason: Reported by Modern Healthcare, Becker's Payer Issues and others in early February 2026. A Cigna spokesperson was quoted: “As we drive greater efficiency across our business, we have made the difficult decision to reduce roles in our workforce”, with a package including transition services for affected colleagues. The reductions came days after Cigna reported fourth-quarter results that beat expectations, and days after the Federal Trade Commission settled with Express Scripts over insulin pricing. [7],[8],[2]

What this means for you: Two things are worth separating here. The 2,000 figure is reported, not disclosed by Cigna, which is why it appears on this page with that label and why we have not built any arithmetic on it. But Cigna's own filings do corroborate the scale: Q1 2026 alone carried $337 million of severance, the largest single quarter in the programme's history. The other point is about timing. Strong quarterly results and a round of reductions in the same week is not a contradiction at a health insurer under medical-cost pressure; margin pressure and profitability coexist. Do not read good results as protection.

134 workers at Cigna Evernorth Services, Morris Plains, New Jersey

February 1, 2026high

LayoffOfficially filedAffected: 134 workers

Affected divisions: Evernorth Health Services
Locations: Morris Plains, New Jersey
Effective date: April 29, 2026

Company-stated reason: Filed with the New Jersey Department of Labor on 1 February 2026 with a 29 April effective date — a gap of 87 days. The employer named is Cigna Evernorth Services, the Evernorth side of the business, at the same Morris Plains site that had filed for 62 workers in April 2025. [10],[12]

What this means for you: The repeat at one site is the signal. Morris Plains filed in April 2025 for 62 workers and again in February 2026 for 134 — a second, larger notice at the same location ten months later. At a site with that pattern, having survived the first notice is not evidence of safety, and the honest planning assumption is that the sequence continues. The 87-day notice period is also longer than the statutory 60 days, which is usable time rather than dead time: health coverage, a job search and, in New Jersey, the state's own severance requirements all run on that clock.

143 Evernorth Care Group roles in Scottsdale, Arizona, as eleven clinics go to HonorHealth

November 11, 2025high

Facility closureOfficially filedAffected: 143 workers

Affected divisions: Evernorth Care Group
Affected roles: Care delivery and clinic operations
Locations: Scottsdale, Arizona

Company-stated reason: Filed with Arizona Job Connection on 11 November 2025 for 143 workers. Becker's reported it as tied to HonorHealth acquiring eleven Evernorth care-delivery facilities, with the transaction expected to close in January. This is Cigna exiting a business, which its own filings describe as part of the programme: “the operating results of certain small non-strategic businesses that we plan to discontinue”. [11],[9],[1]

What this means for you: If your facility is being sold rather than closed, you are in a materially different position and the WARN notice does not tell you which. A notice gets filed because the Cigna entity will stop employing you, and that is true whether you end up unemployed or working the same job for HonorHealth the following week. The questions that matter are therefore about the buyer: are they offering you a role, on what terms, with what recognised service date and what benefits, and what happens to any Cigna severance if you decline. Get the answer to that last one in writing before you decline anything, because declining an offer of comparable employment can affect both severance and unemployment eligibility in some states.

The programme's earlier years: $168m, $22m and $252m of restructuring charges in 2021, 2022 and 2023

February 29, 2024high

RestructuringConfirmedAffected: $442 million of restructuring charges across 2021 to 2023

Affected divisions: Companywide
Locations: United States and international

Company-stated reason: Cigna's own tagged restructuring charges run $168 million in 2021, $22 million in 2022, $252 million in 2023 and nil in 2024. The current programme's severance line then runs $194 million in the first half of 2025 alone and $370 million in the first half of 2026 — an order of magnitude above the earlier years. [6],[1]

What this means for you: This is the context that makes the current numbers legible. Cigna was not running large reductions in the early 2020s: its restructuring charges were modest and in one year nil, while headcount sat essentially flat around 73,000. What is happening now is new and it is large. For anyone trying to judge whether this is normal churn at a big insurer or something different, the company's own five-year charge history answers it: this is different.

Cigna restructuring severance by period, as disclosed

The clearest signal on this page. Severance in the first half of 2026 is nearly double the first half of 2025, and the first quarter of 2026 is the largest single quarter the programme has recorded — all of it after the February news coverage had moved on.

Q1 2025

$171M

H1 2025

$194M

Q1 2026

$337M

Q2 2026

$33M

H1 2026

$370M

Programme to date

$748M

H1 2025: Implying only about $23 million in Q2 2025
Q1 2026: The largest single quarter in the programme to date
Q2 2026: A sharp step down from the first quarter
H1 2026: Against $194 million in the same period of 2025
Programme to date: Through 30 June 2026, inside $1,199 million of total programme costs

Source: The Cigna Group Forms 10-Q for the quarters ended 31 March 2026 and 30 June 2026. Half-year and quarterly figures overlap by construction — H1 includes Q1 — so the bars are a set of disclosed measures rather than a series to be summed. [1],[2]As of July 30, 2026.

These are costs recognised or estimated by the company, not amounts paid to any individual. They include employer-side costs such as payroll taxes and benefits continuation alongside cash severance, so no per-person figure can be derived by dividing them.

Cigna restructuring charges by year, before the current programme

Context that makes the current numbers legible. Cigna's tagged restructuring charges were modest through the early 2020s and nil in 2024, with headcount essentially flat. What is happening now is a break from that, not a continuation of it.

2021

$168M

2022

$22M

2023

$252M

2024

$0M

2025

not disclosed

2024: Nil restructuring charges tagged for the year, while headcount rose by about 1,000
2025: Not tagged on the same basis. The current programme's costs are reported in the quarterly filings and are charted separately above

Source: Us-gaap:RestructuringCharges as tagged by Cigna in its own Form 10-K filings, retrieved from the SEC's XBRL company-facts API. 2025 is shown as not disclosed on this basis because the current programme's costs are reported quarterly rather than as a single comparable annual tag. [6],[1]As of December 31, 2024.

Cigna workforce history, and what moved it

Six years of near-total stability, then one large fall. The US-share column is doing quiet work: a falling percentage alongside a falling total means the international reduction was proportionally larger.

Year	Employees reported	US-based share	Change	What moved it
2025	~67,700	~88%	−5,800	The restructuring programme at full intensity; international reduced proportionally faster
2024	~73,500	~90%	+1,000	Growth; no restructuring charges tagged for the year
2023	~72,500	~93%	+1,200	$252M of restructuring charges, but headcount rose
2022	~71,300	94%	−2,400	$22M of restructuring charges; the dip reversed the following year
2021	~73,700	89%	0	$168M of restructuring charges; headcount flat
2020	~73,700	89%	0	Flat through the pandemic year
2019	~73,700	—	−100	Express Scripts integration year; essentially flat
2018	~73,800	—	—	Baseline for this series

Source: Employee figures and US-based shares are Cigna's own, from Item 1 of each annual Form 10-K. Restructuring charges are the us-gaap:RestructuringCharges amounts Cigna tagged in its own filings. [3],[4],[5],[6] As of February 26, 2026.

Year-over-year changes are arithmetic on the company's own reported counts. They are net of hiring, attrition, retirements and any business bought or sold during the year — not layoff counts.

What changed between rounds

The severance line doubled year on year while the headlines went quiet

Most people's mental model of the Cigna reductions is the February 2026 news: roughly 2,000 roles, under 3% of the workforce, then nothing much. The filings tell a different story. Severance was $171 million in the first quarter of 2025 and $337 million in the first quarter of 2026; $194 million across the first half of 2025 and $370 million across the first half of 2026. Because severance is recognised when a plan is committed and communicated rather than when it is paid, a rising line means more decisions are being taken. The absence of coverage after February does not mean the programme slowed — on Cigna's own numbers it roughly doubled.

Business exits are inside the same disclosure as layoffs

Cigna's programme description lumps together severance, asset impairments, accelerated amortisation and “the operating results of certain small non-strategic businesses that we plan to discontinue”. That is unusual and it matters to employees, because it means a single reported programme number mixes people being made redundant with businesses being sold or wound down. The Scottsdale filing is the visible example: 143 Evernorth Care Group roles alongside eleven clinics going to HonorHealth. If you are in a unit that is being divested, you are inside the programme statistics but your actual outcome depends on the buyer, not on Cigna's severance practice.

Headcount went from flat to falling in one year

Cigna reported approximately 73,800 employees for 2018 and was still at approximately 73,500 for 2024 — six years within 2,500 people of the same figure, through a pandemic and the Express Scripts integration. Then 2025 came in at 67,700. The 2022 dip to 71,300 and recovery to 72,500 in 2023 look, in hindsight, like ordinary variation. The 2025 drop of 5,800 does not. An employee who has been at Cigna for a decade has very little relevant experience of a reduction of this size, which is worth bearing in mind if colleagues are reassuring you that the company has always been stable.

International headcount fell proportionally faster than US headcount

Cigna disclosed that approximately 90% of its employees were US-based at the end of 2024 and about 88% at the end of 2025. Combined with a total falling from 73,500 to 67,700, that shift means the non-US population shrank more sharply in proportional terms than the US one. The practical consequence for anyone outside the United States is that this page's framework — federal WARN, the ADEA, COBRA, state wage law — largely does not apply to you, and your own country's notice, consultation and severance rules will govern instead. Those are frequently more protective than US law, not less.

WARN notice research

We query our own national WARN dataset first: 8,577 filings across 44 states, generated October 13, 2026, covering notices from April 25, 2023 to October 9, 2026and built from state agency listings. Read the figures as a floor rather than a count of job losses: WARN coverage turns on the employer, the worksite, the size and timing of the event, statutory exceptions and each state's own law, and 7 states are absent from the dataset entirely (Arkansas, Montana, New Hampshire, North Dakota, Oklahoma, West Virginia, Wyoming).

We searched it for Cigna and its entity variants including Evernorth, Express Scripts and Accredo. It returns three filings covering 339 workers, and every one of them names an Evernorth entity rather than Cigna Healthcare. That concentration is the most useful thing in the data, and it is explained below. Cigna’s headquarters state of Connecticut shows no filings in the window.

Legal employer	State	City / worksite	Notice date	Effective	Affected	Official filing
Cigna Evernorth Services	NJ	Morris Plains	February 1, 2026	April 29, 2026	134	New Jersey DOL
Evernorth Care Group	AZ	Scottsdale	November 11, 2025	The Arizona listing we hold does not state an effective date.	143	Arizona Job Connection
Cigna Evernorth Services, Inc.	NJ	Morris Plains	April 1, 2025	March 15, 2025	62	New Jersey DOL

Check the official WARN database for your worksite state:

Connecticut WARN Missouri WARN New Jersey WARN Arizona WARN Pennsylvania WARN Tennessee WARN

Cigna and Evernorth WARN filings by state, workers affected

Two states, three filings, and every one naming an Evernorth entity. Connecticut, where the group is headquartered, and Missouri, Express Scripts' base, both show nothing in our window.

196

143

not disclosed

NJ: Two Cigna Evernorth Services filings at Morris Plains, ten months apart
AZ: Evernorth Care Group, Scottsdale — reported as tied to the HonorHealth transaction
CT: Headquarters state. No Cigna filing in our dataset's window
MO: Express Scripts' base. No filing in our dataset's window

Source: Queried across Cigna, Evernorth, Express Scripts and Accredo. Connecticut, where the group is headquartered, and Missouri, where Express Scripts is based, both return nothing in the window. [12],[10],[11]As of October 13, 2026.

From the LayoffNext national WARN dataset generated 13 October 2026: 8,577 filings across 44 states, covering notices filed from 25 April 2023 to 9 October 2026, built from state agency listings. Figures are filings and the worker totals those filings report — not confirmed job losses.

Seven states are not in the dataset at all: Arkansas, Montana, New Hampshire, North Dakota, Oklahoma, West Virginia and Wyoming. A worksite in one of those would not appear here regardless of whether a notice was filed.

A state shown without a filing is shown as not disclosed rather than as zero. An absence of notices is not evidence that nobody left — only that no notice meeting that state's threshold was filed and captured. WARN coverage turns on the employer, the worksite, the size and timing of the event, statutory exceptions and the individual state's law.

Cigna and Evernorth WARN filings by state, in our dataset

Three filings, and all three name Evernorth. Cigna Healthcare — the insurance side — appears nowhere, and neither does Connecticut, where the group is headquartered.

State	Filings	Workers	Entity named	Worksite
New Jersey	2	196	Cigna Evernorth Services	Morris Plains (twice, ten months apart)
Arizona	1	143	Evernorth Care Group	Scottsdale — reported as tied to the HonorHealth transaction
Connecticut (headquarters state)	0	0	—	No filings in the window
Missouri (Express Scripts base)	0	0	—	No filings in the window
Total	3	339	—	—

Source: Queried for Cigna, Evernorth, Express Scripts and Accredo across all 44 covered states. Every filing returned names an Evernorth entity rather than Cigna Healthcare. [12],[10],[11] As of October 13, 2026.

WARN Tracker What a WARN notice means WARN law by state

Historically reported Cigna severance packages

Cigna publishes no severance formula, but it publishes more about severance than almost any comparable employer: the amount, by quarter, programme-to-date, split out from asset impairments and other costs. That does not tell you your own number, and nothing on this page can. What it does do is let you see the programme's size and direction with unusual precision, and the sections below set out what the filings establish, what reporting adds, and the questions that matter most if your unit is being sold rather than cut.

Employees separated under the continuing restructuring programme · 2026

Reported / undisclosedmedium

United States and international

Cigna's quarterly filings confirm the programme, describe its scope and quantify its severance: $748 million programme-to-date through 30 June 2026, $370 million in the first half of 2026, $194 million in the first half of 2025, $337 million in the first quarter of 2026 alone. The filings do not state weeks per year of service, minimums, maximums, benefits continuation or outplacement, and no Cigna severance plan appears in its public filings. A spokesperson was reported as saying affected colleagues receive “a package that includes a variety of transition services”, without specifying what those are. [1],[2],[7],[8]

Published formula	None. No weeks-per-year schedule, minimum or maximum is published
Programme severance, confirmed	$748 million programme-to-date through 30 June 2026, inside $1,199 million of total programme costs
Trajectory, confirmed	$370 million in H1 2026 against $194 million in H1 2025. The largest single quarter is Q1 2026 at $337 million
What else is in the programme number	Asset impairments ($109 million programme-to-date), accelerated amortisation, and the results of small non-strategic businesses being discontinued. The total is not all severance
Transition services	Reported as included in the package. Ask what they actually are — outplacement, career coaching, extended benefits and internal placement support are all different things
Voluntary and involuntary mixed	Voluntary separations were reported as offered alongside involuntary reductions. Cigna's filings do not distinguish them, so ask which yours is — it affects your unemployment claim
Release	Expect a release of claims, with the ADEA consideration and revocation periods if you are 40 or over. If the offer is part of a group programme, the 45-day period and written group disclosures apply
Equity	Material here: Cigna reported approximately 8,400 employees holding 1.1 million restricted stock awards at the end of 2025. Treatment is set by the plan and your award agreement

Note: Nothing here states what you will be paid. Cigna discloses programme-level spending, not per-person terms, and dividing $748 million by a reported headcount figure would combine a cumulative multi-year cost with a single round's job count — the answer would be meaningless.

Employees at Evernorth units being sold rather than closed · 2026

Reported / undisclosedmedium

United States

Cigna's programme explicitly includes “the operating results of certain small non-strategic businesses that we plan to discontinue”, and the Scottsdale filing shows what that looks like on the ground: 143 Evernorth Care Group roles alongside eleven care-delivery facilities reported as going to HonorHealth. If you are in this position, the severance question is secondary to the transfer question, and the WARN notice will not distinguish the two situations for you. [9],[11],[1]

Why a WARN notice is filed anyway	Because the Cigna entity stops employing you, which is true whether you end up unemployed or working the same job for the buyer the following week
The first question	Is the buyer offering me a role? Get it in writing, including the start date and whether there is any gap in employment
The second question	On what terms — pay, benefits, recognised service date, paid-time-off balance, and whether any Cigna tenure carries across
The third question, and the expensive one	What happens to my Cigna severance if I decline the buyer's offer? Ask before declining. Turning down an offer of comparable employment can affect both severance eligibility and unemployment benefits in some states
Benefits gap	Confirm whether your Cigna coverage ends before the buyer's begins. Even a few days' gap needs covering, and it is a question nobody volunteers
Equity	Unvested Cigna awards generally do not travel to a buyer. Establish what is forfeited before you treat a transfer as a neutral outcome
Clinical staff specifically	Confirm what happens to credentialing, licensure, malpractice coverage and tail coverage on transfer. These are not severance questions and they do not resolve themselves

Note: Whether individual Scottsdale employees received offers from HonorHealth is not publicly established, and the terms of any such offers are not public. This section sets out the questions to ask rather than the answers, because the answers are specific to each transaction and each employee.

Cigna restructuring severance as disclosed, period by period

This is the most precise public measure of any health insurer's current reduction programme, and the comparison between the 2025 and 2026 columns is the reason it is worth reading closely.

Period	Severance disclosed	Total programme cost	Note	Evidence
Q1 2025	$171 million	$198 million in SG&A	The programme already running at scale	High confidence
H1 2025	$194 million	$344 million total ($261m after-tax)	—	High confidence
Q1 2026	$337 million	$377 million in SG&A	The largest single quarter in the programme	High confidence
Q2 2026	$33 million	$70 million total ($53m after-tax)	A sharp step down from Q1	High confidence
H1 2026	$370 million	$450 million total ($343m after-tax)	Nearly double the H1 2025 severance	High confidence
Programme to date, through 2026-06-30	$748 million	$1,199 million pre-tax ($908m after-tax)	Also includes $109 million of asset impairments	High confidence

Source: The Cigna Group Forms 10-Q for the quarters ended 31 March 2026 and 30 June 2026, which state each figure directly. The programme total also covers asset impairments, accelerated amortisation and the results of small non-strategic businesses being discontinued, so it is not a severance figure. [1],[2] As of July 30, 2026.

Sold, not closed: what to establish if your unit is being divested

Cigna's programme explicitly includes businesses it plans to discontinue, and the Scottsdale filing shows that a WARN notice does not distinguish a sale from a shutdown. These are the questions that do.

Question	Why it decides the outcome	Get it in writing from
Is the buyer offering me a role, and from what date?	Determines whether this is a job change or a job loss, and whether there is a gap in employment	The buyer, not Cigna
What recognised service date would I carry to the buyer?	Drives future severance, paid-time-off accrual and retirement vesting at the new employer	The buyer's HR, in the offer
What happens to my Cigna severance if I decline?	Declining comparable employment can remove severance eligibility and, in some states, affect unemployment	Cigna HR, before you decline anything
Does my Cigna health coverage end before the buyer's begins?	Even a few days' gap needs covering, and nobody volunteers this information	Both employers
What happens to my unvested Cigna restricted stock?	Unvested awards generally do not travel to a buyer, and this can be the largest single loss in a transfer	Your award agreement and Cigna HR
If I am clinical: credentialing, licensure, malpractice and tail coverage?	None of these transfer automatically, and a gap can stop you practising	Both employers, and your own carrier
Is my accrued paid time off paid out or carried over?	Governed by state wage law and by the transaction, and the two can conflict	Cigna HR, citing your work state

Source: Framed from the one documented Cigna example in our data: 143 Evernorth Care Group roles in Scottsdale noticed to Arizona in November 2025, reported as tied to HonorHealth acquiring eleven Evernorth care-delivery facilities, alongside Cigna's own programme description covering “small non-strategic businesses that we plan to discontinue”. Whether individual employees received offers, and on what terms, is not publicly established. [9],[11],[1] As of October 13, 2026.

Equity, bonus and pension treatment at a Cigna separation

Cigna's own filings show how widely held its restricted stock is, which makes the first two rows material for a large share of its workforce rather than an executive footnote.

Item	Scale at Cigna	The question to ask
Unvested restricted stock	Approximately 8,400 employees held 1.1 million restricted stock awards at the end of 2025, down from 8,900 holding 1.3 million a year earlier	What is each tranche's vest date, and does an involuntary termination accelerate, pro-rate or forfeit it?
Awards vesting shortly after your date	Vested restricted stock had a fair value of $203 million across the company in 2025	If a tranche vests within weeks of my termination date, can the date move? Usually the highest-value ask available
Annual bonus for the year you leave	Not separately disclosed	Will it be paid, pro-rated or forfeited on the proposed date?
Frozen pension plans	Cigna's Corporate segment carries expense associated with its frozen pension plans	Do I have a frozen pension benefit, what is it worth, and does my termination date change it?
401(k) vesting	Not separately disclosed	Am I fully vested in employer contributions, and if not, when would I be?
Accrued paid time off	Governed by your work state's wage law and company policy	Will accrued time be paid out, at what rate, and in which paycheck?

Source: Restricted stock figures are quoted directly from The Cigna Group's FY2025 and FY2024 Form 10-K share-based compensation disclosures. The frozen pension reference is from the Corporate segment description in the Q2 2026 Form 10-Q. Your own entitlement depends on your plans and award agreements. [3],[4],[1] As of February 26, 2026.

Cigna severance estimator

Pre-filled with Cigna's market-reference formula, not a cigna formula. Every number in the formula is editable. Runs entirely in your browser — nothing you type is uploaded or stored.

Limited confidenceReported formula

What the preset encodes: Cigna reports $748 million of programme-to-date severance and not one word about what an individual receives, so the estimator carries a plain market structure rather than a Cigna formula. Use it the other way round: enter your own letter's terms and see where they sit against a conventional package.

Annual base salary ($)

Years of service at Cigna

Private by design — this estimator never sends your inputs anywhere.

Enter a base salary and your years of service to see an estimate built on Cigna's market-reference formula, not a cigna formula.

Cigna has published $748 million of programme-to-date severance and not one word about individual terms, so there is nothing to encode. Enter your own letter's weeks-per-year, floor and cap and see where they sit against a conventional package.

Where a company discloses what a reduction cost in total but not what any individual received, we do not turn one into the other. An aggregate severance figure covers everyone separated in the period, across countries with very different statutory regimes, and includes employer-side costs such as payroll taxes and benefits continuation — so dividing it by a headcount estimate produces a number that looks precise and means nothing. The productive request is the governing document: ask whether your severance is calculated under a named plan, and if it is an ERISA-governed severance plan, ask for the summary plan description, which participants generally have a right to on request.

What signing asks you to give up

Severance is almost never a gift. In the United States it is nearly always consideration — payment in exchange for a release of claims, which is the operative half of the document and the half that is easy to skim past. Before you sign Cigna's agreement, know what the release actually covers and what it cannot.

Typically waived	Claims arising from your employment and its end — discrimination, wrongful termination, harassment and retaliation — usually including claims you do not yet know about.
Wage claims — treated differently	Do not assume unpaid wages are released just because the agreement is broadly worded. Whether a statutory wage claim can be released at all varies by the statute and by your state. Federal minimum-wage and overtime rights under the FLSA are the clearest example: the Supreme Court held that allowing employees to waive statutory wages “would nullify the purposes of the Act,” and extended the same reasoning to liquidated damages (Brooklyn Savings Bank v. O'Neil, 324 U.S. 697 (1945)). Congress provided a specific route instead — payment supervised by the Secretary of Labor, which on payment in full does waive the private right of action (29 U.S.C. § 216(c)) — and courts commonly require court approval or a bona fide dispute for anything else, with the rules differing between circuits. Several states go further: California, for example, voids a release of a wage claim taken before the wages are paid, and bars its wage-payment rules from being “contravened or set aside by a private agreement” (Cal. Lab. Code §§ 206.5, 219). If you are owed final pay, PTO, commissions or overtime, treat that as a separate question from the release and get advice on your own state's rule.
Often added alongside	Non-disparagement, confidentiality about the agreement, cooperation clauses, return-of-property terms, and sometimes non-solicit or non-compete restrictions. These are obligations you take on, not claims you release — read them separately.
Cannot be waived	Your right to file a charge with the EEOC, or to take part in an EEOC investigation. Federal regulation is explicit: no waiver agreement may include a provision prohibiting anyone from filing a charge — including a challenge to the validity of the waiver itself— or from participating in an EEOC proceeding, and none may impose a penalty or condition that adversely affects that right (29 C.F.R. § 1625.22(i)). Vested retirement benefits, unemployment eligibility and, in most states, workers' compensation claims also sit outside a release.
If you are 40 or older	“An individual may not waive any right or claim under this chapter unless the waiver is knowing and voluntary” — and the ADEA sets out what that requires at a minimum (29 U.S.C. § 626(f)(1)). Which consideration period applies depends on how the offer is made: At least 21 days to consider the agreement — the general rule for a waiver offered to you individually (§ 626(f)(1)(F)(i)). At least 45 days instead, where the waiver is requested in connection with an exit incentive or other employment termination program offered to a group or class of employees (§ 626(f)(1)(F)(ii)). Whether your separation is part of such a program is a factual question about how the employer structured and offered the waiver — a company announcing a layoff round does not by itself establish that every separation agreement in it is part of a group program. At least 7 days after you sign in which you may revoke, and the agreement cannot become effective or enforceable until that period expires (§ 626(f)(1)(G)). This one cannot be shortened. Where a waiver is requested in connection with such a group program, the employer must also inform you in writing, at the start of the consideration period, of the class, unit or group covered, the eligibility factors and any time limits, plus the job titles and ages of everyone eligible or selected and the ages of everyone in the same job classification or organizational unit who was not selected (§ 626(f)(1)(H)). Do not assume which period applies to you. Read the agreement itself — it normally states the consideration period on its face — and check whether you were given decisional-unit information alongside it. If the stated window is shorter than you expected, or group disclosures are absent where the waiver appears to be tied to a group program, that is worth raising with an employment lawyer before you sign rather than assuming either 21 or 45 days is your entitlement.

If those requirements are not met, the age-claim waiver does not hold. The Supreme Court put it plainly in Oubre v. Entergy Operations, Inc., 522 U.S. 422 (1998): a release that does not comply with the OWBPA “is unenforceable against her insofar as it purports to waive or release her ADEA claim… the release cannot bar her ADEA suit, irrespective of the validity of the contract as to other claims” — and she did not have to give the money back first. Note the second half of that sentence: the defect invalidates the ADEA waiver, not automatically every other provision of the agreement, which may still bind you. It is also the employer's burden to prove a waiver was knowing and voluntary (§ 626(f)(3)), which is why a shortened window or a missing group disclosure is worth raising before you sign rather than after. Severance agreements over 40 (OWBPA) covers this in full, and severance agreement red flags covers the clauses worth pushing back on. This is general information, not legal advice about your situation.

Past packages provide historical context only. Your terms may differ by layoff round, role, level, tenure, location, legal employer and separation agreement. If you are 40 or older, review the severance agreement over 40 (OWBPA) guide before signing.

Estimate your severance

Free severance pay calculator — not a promise of Cigna terms.

Calculate your runway

Combine severance, notice/WARN pay, final pay, PTO, unemployment and savings against expenses.

Cigna-specific compensation issues

Read the severance line, not the news cycle

The useful thing about Cigna, relative to almost any other employer on this site, is that you do not have to infer the scale of its reduction from reporting — the company states it every quarter. And what it states contradicts the impression the news gives. Coverage peaked in February 2026 around a reported 2,000 roles and then largely stopped. The filings show severance of $337 million in the first quarter of 2026 — the programme's largest quarter — and $370 million across the half, against $194 million in the same half of 2025. Because severance is recognised when a plan is committed and communicated rather than when the money leaves, a rising line means decisions are still being taken. Anyone at Cigna who concluded in March that the reductions were finished was reading the wrong source, and the right one is published, free and four pages into a 10-Q. [1],[2],[7]

Every WARN filing we hold names Evernorth, not Cigna Healthcare

All three Cigna-group filings in our dataset — Morris Plains twice and Scottsdale once — name Cigna Evernorth Services or Evernorth Care Group. None names Cigna Healthcare, the insurance business. Three filings is a small sample and the absence is not proof that the insurance side is untouched, particularly since the great majority of this programme's reductions have clearly happened without generating any notice at all. But the pattern matches the business logic: Evernorth is the pharmacy benefit management and care-delivery side, it is where the regulatory and margin pressure has been concentrated, and it is where the divestitures are happening. If you are on the Evernorth side, the documented evidence of reductions at your employer is stronger than it is for your colleagues on the insurance side, and that is worth factoring into your own planning. [12],[10],[11]

A WARN notice cannot tell you whether your site is being sold

This is the trap in the Scottsdale filing, and it generalises. Arizona received a notice for 143 Evernorth Care Group workers because the Cigna entity was going to stop employing them. Reporting says eleven Evernorth care-delivery facilities were going to HonorHealth. Those two facts are compatible with almost any individual outcome: continuing in the same job for a new employer, continuing on worse terms, or genuine unemployment. The notice does not distinguish them, and neither does Cigna's programme disclosure, which folds “small non-strategic businesses that we plan to discontinue” into the same number as severance. So if your unit is in a transaction, do not start from the severance question. Start by getting the buyer's offer in writing, then ask Cigna in writing what happens to your severance if you decline it — and ask that before you decline, because the answer sometimes is “nothing”. [9],[11],[1]

Restricted stock is widely held here, which changes what to negotiate

The scale here is wider than people assume. Cigna's own filings put approximately 8,400 employees holding 1.1 million restricted stock awards at the end of 2025, against 8,900 holding 1.3 million the year before — better than one employee in eight of a 67,700-person workforce, which makes this a staff question rather than an executive footnote. The award agreement governs what happens, not the separation terms, so it is a document to request rather than wait for. Two Cigna-specific angles. If a tranche vests within weeks of the date you are being offered, the date is the negotiable item and the payment usually is not. And if your unit is one of the small non-strategic businesses the company says it plans to discontinue, unvested awards generally do not travel to a buyer — so a transfer that looks like continuity can carry a quiet loss. [3],[4]

If you are outside the United States, almost none of the US framework applies

Cigna disclosed that about 88% of its employees were US-based at the end of 2025, down from approximately 90% a year earlier, while the total fell by 5,800. Those two movements together mean the non-US workforce shrank proportionally faster than the US one. That is easy to miss in coverage written for a US audience, and it matters because none of the main US protections discussed on this page — federal WARN, the ADEA consideration and revocation periods, COBRA, state wage-payment deadlines — extends to employment outside the United States. Your own jurisdiction's rules on notice, consultation and statutory severance govern instead, and in many countries those are considerably more protective than the US equivalents. If you are at an international Cigna or Evernorth site, get local advice rather than applying this framework, because the gap runs in your favour and you should not leave it unclaimed. [3],[4]

Health insurance, benefits and final pay

•Your own coverage ends on an ordinary termination date — and at Cigna you may be insured by your employer through its own product, which makes the end date feel more negotiable than it is. Confirm the exact day, which is frequently the month end rather than your last day worked, and confirm your pharmacy benefit separately.
•Check your pharmacy benefit separately from your medical plan. If your prescriptions run through an Evernorth or Express Scripts arrangement tied to employment, that ends too, and refills in progress are worth planning around.
•Price COBRA against the Marketplace before your election deadline, and compare networks rather than names — Cigna Healthcare sells Marketplace plans in many states, so a familiar logo on a replacement plan does not mean your own providers are in it.
•If any restricted stock tranche vests within weeks of your proposed date, ask whether the date can move. Cigna's equity is widely held and this is frequently the most valuable thing you can ask for.
•Ask whether you have a frozen pension benefit. Cigna's Corporate segment carries expense for frozen pension plans, so a long-tenured employee may have one they have forgotten about.
•If you are clinical staff at Evernorth Care Group, treat credentialing, licensure, malpractice and tail coverage as their own checklist. None of it transfers automatically and a gap can stop you practising.

Final pay, unused PTO, bonus and commission treatment depend on your work state, company policy, legal employer, separation agreement and pay classification — there is no single nationwide rule (for example, some states treat accrued PTO as earned wages, others leave it to policy). Verify with these tools:

Final Paycheck Calculator COBRA vs Marketplace Unemployment hub Severance & tax

Final pay and benefits checklist for a Cigna separation

The first row is the one Cigna employees most often get wrong, for an understandable reason: working for a health insurer feels like it should carry some protection here. It does not.

Item	What to confirm	The date that matters
Your own medical coverage	That it ends on an ordinary termination date. Being an insurer's employee confers no continuation right	Coverage termination date
COBRA election	When the notice arrives, how long you have, and the full unsubsidised premium	Your election deadline
Pharmacy benefits specifically	Whether your own prescriptions are filled through an Evernorth or Express Scripts arrangement that ends with employment	Coverage termination date
Care in progress	If anyone in your household is mid-treatment, whether your providers remain in network on a replacement plan	Coverage termination date
Last day worked versus payroll end	Whether severance is a lump sum or salary continuation, which moves both dates	The last day you are on payroll
Equity vest dates near your termination	Whether any tranche vests within weeks of the proposed date	Each tranche's vest date
Accrued paid time off	Whether it is paid out, at what rate, and in which paycheck	Final paycheck date
Final paycheck timing	Your work state's deadline for final wages after an involuntary termination	Statutory final-pay deadline in your state
Clinical credentials, if applicable	Licensure, credentialing, malpractice and tail coverage	Your termination date
Unemployment claim	Whether your separation is recorded as voluntary or involuntary, and how severance affects timing	The week you first claim

Source: Built from what is particular to this group: Cigna is both an insurer and, through Evernorth and Express Scripts, a pharmacy benefit manager, so an employee's medical and pharmacy benefits can both run through the employer's own products and end on different dates. The clinical row applies to Evernorth Care Group staff. Final pay rules are set by your work state. [3],[9] As of October 13, 2026.

H-1B and employment-visa considerations

Historical sponsorship: Yes — Evernorth Enterprise Services, Inc., with smaller volumes at Cigna Health and Life Insurance Company, Express Scripts Services Co and Accredo Health Group, Inc.

Federal data confirms substantial sponsorship, heavily concentrated on the Evernorth side. In USCIS fiscal year 2023 Evernorth Enterprise Services Inc recorded 3 initial approvals and 279 continuing approvals, with 29 continuing approvals at Cigna Health and Life Insurance Company, 12 at Express Scripts Services Co and 1 at Accredo Health Group Inc: 4 initial and 321 continuing in total. Almost all of that is extensions for people already employed. One point matters more at this group than at most: the entity named on your petition may not be the one you think you work for, because Evernorth Enterprise Services is the petitioning entity for a large share of the group's technology and pharmacy-services roles even where the work looks like Cigna work. Check the entity on your own I-129 approval, and if your unit is being divested, raise that with immigration counsel urgently — a transfer to a buyer is a change of employer, not a transfer within a group. [13],[14]

Counts on these guides come from the USCIS H-1B Employer Data Hub bulk file for fiscal year 2023, the newest year USCIS publishes as a download — the FY2024, FY2025 and FY2026 files are not available, so the figures sit behind the agency's own interactive tool. Historical sponsorship is not a commitment to sponsor any particular role in future, and an employer reducing headcount is not the same as one filing new petitions.

•For an eligible H-1B worker, the regulation provides a discretionary period of up to 60 consecutive days following cessation of the employment on which the classification was based, or until the authorized validity period ends, whichever is shorter (8 C.F.R. § 214.1(l)(2)). It is available once during each authorized validity period, and DHS may shorten or eliminate it.
•A payroll, severance or employer-labelled termination date does not automatically resolve when that cessation occurred. Confirm the facts promptly with qualified immigration counsel rather than counting days from the date on your letter.
•The period may allow a transfer, a change of status or departure, but it is not work authorization in itself — unless otherwise authorized, you may not work during it.
•Ask about internal transfer and subsidiary transfer options, employment-verification letters, and any I-140/green-card process impact.

H-1B layoff guide 60-day countdown Questions for an immigration attorney

This is general information, not case-specific legal advice. Consult a qualified immigration attorney about your situation.

Cigna and Evernorth H-1B petition counts, USCIS fiscal year 2023

Computed from the official USCIS bulk file. The distribution is the interesting part: Evernorth Enterprise Services accounts for the overwhelming majority, which maps onto where the technology and pharmacy-services roles sit.

Employer as filed	Initial approvals	Continuing approvals	Continuing denials
Evernorth Enterprise Services Inc	3	279	1
Cigna Health and Life Insurance Company	1	29	1
Express Scripts Services Co	0	12	0
Accredo Health Group Inc	0	1	0
Total	4	321	2

Source: Mailing addresses are in Missouri and Connecticut; [13] As of September 30, 2023.

Computed from the USCIS H-1B Employer Data Hub bulk file for fiscal year 2023 — 33,332 rows, parsed directly — grouped by the employer-name string exactly as filed. FY2023 is the newest year USCIS publishes as a downloadable file; the FY2024, FY2025 and FY2026 URLs return nothing, so these figures sit three years behind the agency's own interactive tool. That staleness is USCIS's, not ours. USCIS emits one row per employer-address and a single company can span several tax IDs, so totals sum approvals grouped by name. USCIS also states that the listed state “is the State indicated in the mailing address of the employer and is not necessarily the beneficiary(ies) work location”.

Alumni and former-employee networks

Search by business rather than by brand here, because the Cigna group's parts hire differently. Express Scripts and Evernorth alumni are a pharmacy-benefit and pharmacy-operations network concentrated around St. Louis, and their skills move to other pharmacy benefit managers, specialty pharmacies and health-system pharmacy operations rather than to insurers. Cigna Healthcare alumni are an insurance network concentrated around Bloomfield and Philadelphia. Evernorth Care Group staff are a local clinical network in Arizona, where the relevant employers are the health systems — including, as of the reported transaction, HonorHealth itself. Searching LinkedIn with the People filter for “Express Scripts” or “Evernorth” plus your function will surface more useful contacts than searching for Cigna, because those are the names the hiring managers in each adjacent market recognise.

No verified public Cigna alumni group is listed yet. Search LinkedIn for “Cignaalumni” (People filter), reconnect with former colleagues for warm introductions, and consider submitting a public group for verification through the directory below.

Communities beyond Cigna

Layoffs.fyi
Tech layoff tracker with a community list of laid-off talent open to work.
Visit
VetsinTech
Nonprofit connecting military veterans to tech training, employment and a national network.
Visit
Disability:IN
Business network for disability inclusion — employer directory and a talent programme.
Visit

All alumni networks and ERGs for Cigna

Questions to ask Cigna HR

1. Is my separation voluntary or involuntary, and which is it being recorded as?
Why it matters: Voluntary separations were reported as offered alongside involuntary reductions, and the answer changes your unemployment claim and which ADEA period applies.
2. Is my unit being closed or sold? If sold, to whom and when?
Why it matters: A WARN notice does not distinguish the two, and a sale makes the buyer's offer — not Cigna's severance — the thing that decides your outcome.
3. If my unit is sold and I decline the buyer's offer, do I still receive Cigna severance?
Why it matters: Ask before declining anything. Turning down comparable employment can remove severance eligibility and affect unemployment in some states.
4. Is my severance being calculated under a named plan? If so, may I have the plan document or summary plan description?
Why it matters: Cigna discloses severance in aggregate but publishes no formula, so the governing document is the only route to a basis for your number.
5. What are the “transition services” in the package, specifically?
Why it matters: Cigna's own statement referred to transition services without describing them. Outplacement, career coaching, extended benefits and internal placement are different things worth different amounts.
6. Which legal entity employs me — Cigna Health and Life, Evernorth Enterprise Services, Express Scripts or another?
Why it matters: It determines your benefit plans, and for anyone on a work visa it determines which entity holds your petition.
7. Does any restricted stock tranche vest within weeks of my proposed termination date, and can the date move?
Why it matters: Equity is widely held at Cigna and this is frequently the highest-value request available to you.
8. Do I have a frozen pension benefit, and does my termination date affect it?
Why it matters: Cigna carries frozen pension plans, so a long-tenured employee may have an entitlement they have lost track of.
9. What are my last day worked, payroll end date and benefits end date — as three separate dates?
Why it matters: They are usually different, and the coverage date is the expensive one to get wrong.
10. Does my pharmacy benefit end on the same date as my medical coverage?
Why it matters: At a company that owns a pharmacy benefit manager this is easy to assume and worth checking, particularly if you have refills in progress.
11. How many days do I have to consider this, and is there a seven-day revocation period?
Why it matters: Cigna offered voluntary separations alongside involuntary reductions, which is the fact pattern a group-programme analysis turns on. Ask which category yours is in before counting days.
12. If I am clinical staff: what happens to my credentialing, malpractice coverage and tail coverage?
Why it matters: None of it transfers automatically, and a gap can prevent you practising while you look for the next role.

Get the important answers in writing where you can.

Employee action plan

First 24 hours

→Do firstEstablish whether your unit is being closed or sold. If sold, that reframes everything else and the buyer becomes the party you need information from.
→Do firstList every unvested restricted stock tranche with its vest date. If one falls within weeks of your termination date, that is your first ask.
→Do firstDownload pay statements, equity award agreements, benefits summaries, pension statements and your separation paperwork while you still have access.
→Do firstNote the consideration deadline on the paperwork. Do not sign on the day you receive it.
→If anyone in your household has treatment or prescriptions in progress, check your coverage and pharmacy benefit end dates today.

First 7 days

→Do firstAsk for the severance plan document and for a specific list of what the “transition services” include.
→Do firstIf your unit is being sold, get the buyer's offer in writing and ask Cigna in writing what happens to your severance if you decline it — before you decline.
→Confirm whether you have a frozen pension benefit and what your termination date does to it.
→Price COBRA against Marketplace coverage, checking provider networks and not only premiums.
→Read your equity award agreements for the treatment of an involuntary termination, which often differs from a voluntary one.
→If you are outside the United States, get local employment-law advice rather than applying the US framework — your local entitlements are frequently stronger.

First 30 days

→File for unemployment in the state where you worked, and make sure the record correctly reflects whether your separation was voluntary or involuntary.
→Decide what to do with your 401(k) and any outstanding loan, which can become taxable on a deadline you did not choose.
→Target the adjacent market rather than the obvious one: Express Scripts and Evernorth experience moves to other pharmacy benefit managers, specialty pharmacies and health-system pharmacy operations.
→If you are clinical, complete whatever is needed to maintain licensure and credentialing independently before anything lapses.
→Reconnect under the Express Scripts or Evernorth name as well as the Cigna one — in each adjacent market, those are the names hiring managers recognise.

Related LayoffNext tools

Build My Layoff Plan Severance Pay Calculator Layoff Runway Calculator Final Paycheck & PTO Payout Calculator COBRA vs Marketplace Unemployment hub WARN Tracker H-1B 60-Day Countdown Alumni & ERG Directory Job Search After Layoff

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Cigna layoffs — frequently asked questions

Is Cigna laying off employees in 2026?+

Yes, and the programme is accelerating rather than winding down. Cigna's Q2 2026 Form 10-Q reports $370 million of restructuring severance in the first half of 2026 against $194 million in the same period of 2025, with programme-to-date severance of $748 million inside $1,199 million of total programme costs. The largest single quarter on record is the first quarter of 2026 at $337 million. Separately, Cigna was reported in February 2026 as eliminating approximately 2,000 roles globally, fewer than 3% of its workforce, with voluntary separations offered alongside. Its headcount fell from approximately 73,500 to 67,700 over 2025. [1],[2],[7]

How many people has Cigna laid off?+

The only headcount figure in circulation is the reported 2,000 roles by the end of February 2026, which came from Modern Healthcare, Becker's and others rather than from Cigna, and which covers one round rather than the whole programme. Cigna itself has published cost rather than headcount: $748 million of severance programme-to-date through 30 June 2026. Those two numbers cannot be combined — dividing a cumulative multi-year cost by one round's job count would produce a figure with no meaning. What the company's own filings do establish is the direction and the scale: headcount down 5,800 over 2025, and severance in the first half of 2026 nearly double the year before. [1],[7],[3]

What severance does Cigna pay?+

Cigna has not published a formula — no weeks per year of service, no minimum, no maximum — and no Cigna severance plan appears in its public filings. A spokesperson was reported as saying affected colleagues receive “a package that includes a variety of transition services”, without saying what those are, which is worth asking about specifically. What Cigna does publish is the aggregate: $748 million of programme-to-date severance., which is a more answerable question than asking for a number. [1],[8]

Are the Cigna layoffs mostly at Evernorth?+

Every Cigna-group WARN filing in our dataset names an Evernorth entity — Cigna Evernorth Services at Morris Plains, New Jersey twice, and Evernorth Care Group in Scottsdale, Arizona once — and none names Cigna Healthcare. Three filings is a small sample, and the great majority of this programme's reductions have plainly happened without generating any notice at all, so the absence is not proof that the insurance side is untouched. But the pattern fits the business logic: Evernorth is the pharmacy-benefit and care-delivery side, where the regulatory and margin pressure has concentrated and where the divestitures are happening. On the documented evidence, exposure looks higher on the Evernorth side. [12],[10],[11]

My Evernorth clinic is being sold to another health system. Am I being laid off?+

Possibly not, and the WARN notice will not tell you which. A notice is filed because the Cigna entity will stop employing you, and that is equally true whether you end up unemployed or doing the same job for the buyer the following week. The reported Scottsdale case is exactly this: 143 Evernorth Care Group roles noticed to Arizona, alongside eleven Evernorth care-delivery facilities reported as going to HonorHealth. So start with the buyer: are they offering you a role, from what date, on what terms, with what recognised service date and what benefits, and is there a gap in coverage. Then ask Cigna in writing what happens to your severance if you decline — and ask before declining, because turning down comparable employment can remove severance eligibility and affect unemployment in some states. If you are clinical, add credentialing, licensure, malpractice and tail coverage to that list; none of it transfers automatically. [9],[11],[1]

Why is Cigna cutting jobs when it is profitable?+

Profit and margin pressure coexist, which is why the February 2026 reductions came days after results that beat expectations. Cigna's own account of the programme is about efficiency: a spokesperson said the company had made the difficult decision to reduce roles “as we drive greater efficiency across our business”. The surrounding context reported alongside it includes rising medical costs across the sector and regulatory pressure on pharmacy benefit management, with the Federal Trade Commission settling with Express Scripts over insulin pricing days before the reductions. We note that sequence without asserting it caused anything, because Cigna has not connected the two. The practical point for an employee is the one that is easy to get wrong: strong quarterly results are not protection at this company. [8],[7]

Will I lose my own health insurance if I leave Cigna?+

Yes, and Cigna has a complication its peers do not. Because the group owns both a health plan and a pharmacy benefit manager, your medical cover and your prescription benefit may each run through a different part of your own employer, and they do not necessarily stop on the same day. Confirm both dates separately and in writing. Deal with the pharmacy side first if anyone in your household has refills or a specialty medication in progress, because that is the piece people assume the medical answer covers. The medical end date itself is usually the month end rather than your last day worked, and from there it is COBRA at the unsubsidised rate or a Marketplace plan under the special enrolment period that losing job-based cover opens. [3]

I hold Cigna restricted stock. What happens to it?+

Your award agreement and the equity plan decide this, not the separation terms — so it is a document you have to request separately, and nobody will offer it. The reason it matters at Cigna is breadth: the company disclosed approximately 8,400 employees holding 1.1 million restricted stock awards at the end of 2025, which against a workforce of 67,700 is better than one employee in eight. List every unvested tranche with its vest date and check it against your proposed termination date; if one lands within weeks of it, the date is the thing to negotiate rather than the payment. And if your unit is being divested, note that unvested awards generally do not travel to a buyer, so a transfer that looks neutral can carry a real loss. [3],[4]

Does Cigna sponsor H-1B workers?+

Yes, substantially, and mostly through Evernorth. In USCIS fiscal year 2023 Evernorth Enterprise Services Inc recorded 3 initial approvals and 279 continuing approvals, with 29 continuing approvals at Cigna Health and Life Insurance Company, 12 at Express Scripts Services Co and 1 at Accredo Health Group Inc. Almost all of it is extensions rather than new petitions. Two specifics matter at this group. The entity on your petition may not be the one whose badge you carry, because Evernorth Enterprise Services petitions for a large share of technology and pharmacy-services roles — check your own I-129 approval. And if your unit is being divested, a move to the buyer is a change of employer rather than an internal transfer, which is a different and more urgent immigration question. The regulation provides up to 60 consecutive days following cessation of the qualifying employment, at DHS's discretion. [13],[14]

Is the Cigna restructuring finished?+

Cigna has not said it is, and its own numbers argue against assuming so. The programme is described in its filings as continuing, it is reported quarter by quarter with no stated end date, and its first-half 2026 severance was nearly double the first half of 2025. The second quarter of 2026 did step down sharply, to $33 million of severance from $337 million in the first quarter, so the pace is uneven. But an uneven programme is not a finished one, and the pattern at Morris Plains — 62 workers noticed in April 2025 and 134 at the same site in February 2026 — is a reminder that a site can be returned to. We do not forecast future rounds beyond what the company reports, and Cigna reports a programme that is still running. [1],[10]

Sources and methodology

Every material figure on this page references a numbered source below. We prioritize company and SEC filings, official government and WARN data, and federal immigration data, followed by reputable reporting; anonymous posts are not used as a sole source for any material claim. Confidence labels describe source strength, not certainty for your situation: supported by company, sec, government, or multiple strong sources. (High); credible reporting exists but important details remain incomplete. (Medium); public evidence is incomplete or primarily secondary. (Limited).

[1] The Cigna Group Form 10-Q for the quarterly period ended June 30, 2026 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · July 30, 2026 · Accessed October 13, 2026 · primary
Supports: the restructuring programme “includes severance and other employee costs, asset impairments and accelerated asset amortization, and the operating results of certain small non-strategic businesses that we plan to discontinue”, programme costs of $70 million in Q2 2026 and $450 million in H1 2026, against $129 million and $344 million in the same periods of 2025, H1 2026 severance of $370 million within $446 million of pre-tax SG&A programme costs, programme-to-date total costs of $1,199 million pre-tax ($908 million after-tax), including $1,062 million in SG&A, primarily severance of $748 million and asset impairments of $109 million, frozen pension plans referenced in the Corporate segment description
[2] The Cigna Group Form 10-Q for the quarterly period ended March 31, 2026 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · April 30, 2026 · Accessed October 13, 2026 · primary
Supports: Q1 2026 programme costs of $377 million pre-tax in SG&A, primarily severance of $337 million, Q1 2025 equivalent of $198 million, primarily severance of $171 million, programme-to-date at Q1 2026 of $1,129 million pre-tax ($855 million after-tax), severance $715 million, asset impairments $101 million
[3] The Cigna Group Form 10-K for the fiscal year ended December 31, 2025 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · February 26, 2026 · Accessed October 13, 2026 · primary
Supports: approximately 67,700 employees worldwide at the end of 2025, with about 88% based in the United States, approximately 8,400 employees held 1.1 million restricted stock awards at the end of 2025, fair value of vested restricted stock of $203 million in 2025, $238 million in 2024 and $220 million in 2023
[4] The Cigna Group Form 10-K for the fiscal year ended December 31, 2024 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · February 27, 2025 · Accessed October 13, 2026 · primary
Supports: approximately 73,500 employees at the end of 2024, with approximately 90% based in the United States, approximately 8,900 employees held 1.3 million restricted stock awards at the end of 2024
[5] Cigna Corporation and The Cigna Group Form 10-K filings for fiscal years 2018 through 2023 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · Accessed October 13, 2026 · primary
Supports: approximately 73,800 employees at 2018-12-31, 73,700 at 2019-12-31, 73,700 at 2020-12-31, 73,700 at 2021-12-31, with 89% US-based, 71,300 at 2022-12-31, with 94% US-based, 72,500 at 2023-12-31, with approximately 93% US-based, technology team of approximately 9,500 employees in 2023
[6] The Cigna Group restructuring charges, us-gaap:RestructuringCharges, from SEC XBRL company facts SEC filing
U.S. Securities and Exchange Commission (XBRL financial statement data) · Accessed October 13, 2026 · primary
Supports: annual restructuring charges as tagged in Cigna's own filings: $168M (2021), $22M (2022), $252M (2023), nil (2024)
[7] Cigna layoffs to impact roughly 2,000 jobs by the end of February Reputable reporting
Modern Healthcare · February 6, 2026 · Accessed October 13, 2026 · secondary
Supports: approximately 2,000 roles eliminated globally by the end of February 2026, fewer than 3% of the global workforce, voluntary separations offered alongside involuntary reductions, company statement about driving greater efficiency and providing transition services
[8] Cigna to cut 2,000 jobs Reputable reporting
Becker's Payer Issues · February 6, 2026 · Accessed October 13, 2026 · secondary
Supports: approximately 2,000 jobs globally, fewer than 3% of the workforce, spokesperson: “As we drive greater efficiency across our business, we have made the difficult decision to reduce roles in our workforce” and a package including transition services, the cuts followed the February 2026 FTC settlement with Express Scripts over insulin pricing
[9] Cigna to cut 143 jobs amid clinic deal with HonorHealth Reputable reporting
Becker's Payer Issues · November 13, 2025 · Accessed October 13, 2026 · secondary
Supports: 143 Evernorth Care Group roles in Scottsdale, Arizona, HonorHealth acquiring 11 Evernorth care-delivery facilities, transaction expected to close in January
[10] New Jersey Department of Labor and Workforce Development — WARN notices Government / WARN
State of New Jersey · Accessed October 13, 2026 · primary
Supports: Cigna Evernorth Services, Morris Plains NJ, 134 workers, filed 2026-02-01, effective 2026-04-29, Cigna Evernorth Services, Inc., Morris Plains NJ, 62 workers, filed 2025-04-01
[11] Arizona Job Connection — WARN notices Government / WARN
State of Arizona · Accessed October 13, 2026 · primary
Supports: Evernorth Care Group, Scottsdale AZ, 143 workers, filed 2025-11-11
[12] LayoffNext national WARN dataset, generated 2026-10-13 (8,577 filings, 44 states, notices filed 2023-04-25 to 2026-10-09) Supplemental
LayoffNext · October 13, 2026 · Accessed October 13, 2026 · secondary
Supports: three Cigna and Evernorth filings and 339 workers inside the dataset window, no Connecticut or Missouri filings for Cigna in the window, seven states not covered: AR, MT, NH, ND, OK, WV, WY
[13] H-1B Employer Data Hub, fiscal year 2023 bulk file (h1b_datahubexport-2023.csv) Federal immigration data
U.S. Citizenship and Immigration Services · December 31, 2023 · Accessed October 13, 2026 · primary
Supports: Evernorth Enterprise Services Inc: 3 initial approvals, 279 continuing approvals, 1 continuing denial, Cigna Health and Life Insurance Company: 1 initial approval, 29 continuing approvals, 1 continuing denial, Express Scripts Services Co: 12 continuing approvals, Accredo Health Group Inc: 1 continuing approval, mailing-address states: Missouri and Connecticut
[14] 8 C.F.R. § 214.1(l)(2) — periods of stay; cessation of employment Federal immigration data
Office of the Federal Register (eCFR) · Accessed October 13, 2026 · primary
Supports: up to 60 consecutive days following cessation of the qualifying employment, once per authorized validity period, discretionary

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Methodology & standards

How we research · Editorial standards

Important disclaimer

This guide is an educational summary of publicly available information about Cigna and is not legal, financial, tax, immigration, benefits or employment advice. It is not affiliated with, authorized by, or endorsed by Cigna. Severance, benefits, equity, WARN coverage and legal rights vary by role, level, location, tenure, legal employer, agreement and applicable law, and companies change terms between rounds. Verify your specifics with HR, official notices, state agencies and qualified professionals. See our full disclaimer.

Deepak MiddhaFounder of LayoffNext

Deepak Middha is the founder of LayoffNext and a Chartered Accountant (ICAI, India). A U.S. immigrant with nearly 20 years of experience — and 17 years in hedge fund and private equity administration, including as Vice President of Fund Accounting at NAV Fund Administration Group and Associate Director of Private Equity and Real Estate at SS&C Technologies — he builds free, plain-language layoff tools and guides for employees, H-1B workers, and immigrant families.

Updated October 13, 2026

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Cigna Layoffs: Severance, Evernorth Restructuring, WARN Notices and Employee Guide

Quick answer

Current status as of October 13, 2026

Cigna snapshot

Cigna layoff timeline

H1 2026: $370 million of severance booked, against $194 million a year earlier

FY2025: headcount falls 5,800 to 67,700 — the largest single-year fall in Cigna's recent history

~2,000 roles eliminated globally by the end of February 2026, with voluntary separations offered alongside

134 workers at Cigna Evernorth Services, Morris Plains, New Jersey

143 Evernorth Care Group roles in Scottsdale, Arizona, as eleven clinics go to HonorHealth

The programme's earlier years: $168m, $22m and $252m of restructuring charges in 2021, 2022 and 2023

Cigna workforce history, and what moved it

What changed between rounds

The severance line doubled year on year while the headlines went quiet

Business exits are inside the same disclosure as layoffs

Headcount went from flat to falling in one year

International headcount fell proportionally faster than US headcount

WARN notice research

Cigna and Evernorth WARN filings by state, in our dataset

Historically reported Cigna severance packages

Employees separated under the continuing restructuring programme · 2026

Employees at Evernorth units being sold rather than closed · 2026

Cigna restructuring severance as disclosed, period by period

Sold, not closed: what to establish if your unit is being divested

Equity, bonus and pension treatment at a Cigna separation

Cigna severance estimator

What signing asks you to give up

Cigna-specific compensation issues

Read the severance line, not the news cycle

Every WARN filing we hold names Evernorth, not Cigna Healthcare

A WARN notice cannot tell you whether your site is being sold

Restricted stock is widely held here, which changes what to negotiate

If you are outside the United States, almost none of the US framework applies

Health insurance, benefits and final pay

Final pay and benefits checklist for a Cigna separation

H-1B and employment-visa considerations

Cigna and Evernorth H-1B petition counts, USCIS fiscal year 2023

Alumni and former-employee networks

Questions to ask Cigna HR

Employee action plan

Related LayoffNext tools

Related company guides

Cigna layoffs — frequently asked questions

Sources and methodology

Important disclaimer

Layoff recovery tips for employees