Dell Layoffs: Latest Updates, Severance, WARN and Employee Guide

Ongoing restructuringHigh confidenceLatest verified event: March 16, 2026· Reviewed September 17, 2026

Dell is in a multi-year, SEC-disclosed workforce reduction — about 10% a year for three straight years — as it shifts from traditional PCs toward AI-optimized infrastructure.

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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 Dell. Verify your specific situation with HR, official notices and qualified professionals.

Quick answer

Latest verified development: In its fiscal 2026 annual report (filed March 2026), Dell disclosed that its workforce fell about 10% to roughly 97,000 — a reduction of about 11,000 — and that it spent about $569 million on severance, its third straight year of roughly 10% headcount cuts as it pivots toward AI-optimized infrastructure.
What kind of event: Multi-year, disciplined headcount reduction disclosed through SEC filings (not single memos), blending layoffs, attrition and limited external hiring, alongside an AI-server pivot.
What number is confirmed: SEC-disclosed net declines: ~11,000 in fiscal 2026 (to ~97,000, with $569M severance), and a cumulative fall from ~133,000 (FY2023) → ~120,000 (FY2024) → ~108,000 (FY2025) → ~97,000 (FY2026). These blend layoffs and attrition; the $569M severance confirms substantial involuntary cuts.
Who appears most affected: Traditional PC/client and support functions have shrunk while AI-server (ISG) investment grows; sales go-to-market roles were reorganized in prior rounds. Confirm your specific org.
What to verify first: Whether your role was eliminated or reorganized, your official termination date, your severance offer, your commission status, and your RSU vest dates.

Current status as of August 26, 2026

Classification: Ongoing restructuring

Confirmed

✓Fiscal 2026 (filed March 2026): workforce down ~10% to ~97,000 (~11,000 reduction); ~$569 million in severance.
✓Cumulative: ~133,000 (FY2023) → ~120,000 (FY2024) → ~108,000 (FY2025) → ~97,000 (FY2026), a ~27% decline.
✓Infrastructure Solutions Group (AI servers/storage) revenue rose ~40% in fiscal 2026 even as headcount fell.

Reported / proposed (not confirmed)

•Dell describes 'disciplined cost management' and limiting external hiring, so further reductions via attrition and targeted cuts are likely.
•Dell expects AI-optimized server revenue to roughly double in fiscal 2027.

Dell snapshot

Legal employer name	Dell Technologies Inc.
Common name	Dell
Parent company	None (independent)
Covered subsidiaries	Dell (Client Solutions Group), Infrastructure Solutions Group (ISG)
Industry	Computer hardware and enterprise IT
Headquarters	Round Rock, Texas, United States
Ticker	DELL (NYSE)
Employee base	~97,000 employees (as of January 30, 2026)
Latest verified event	Fiscal 2026: ~10% workforce cut to ~97,000 (~11,000), $569M severance — March 16, 2026
Historical H-1B sponsor	Yes (federal data)
Source confidence	High confidence
Guide last reviewed	September 17, 2026 by Deepak Middha

Dell layoff timeline

Dell communicates its reductions primarily through SEC filings as annual net headcount declines, not one-off memos, so the clearest evidence is its fiscal-year headcount and severance disclosures. Because these blend layoffs with attrition, we present them as net declines — though the ~$569M fiscal-2026 severance confirms substantial involuntary cuts. Rounds are listed newest first.

Fiscal 2026: ~10% workforce cut to ~97,000 (~11,000), $569M severance

March 16, 2026high

RestructuringCompany-announcedAffected: ~11,000 (10%); ~$569M severance (~10%)

Affected divisions: Client Solutions (PC), Support / G&A, Sales go-to-market
Affected roles: Various — PC/client, support, corporate
Locations: Global (incl. Round Rock, TX)
Effective date: January 30, 2026

Company-stated reason: Dell's fiscal 2026 10-K described 'disciplined cost management in coordination with business modernization,' limiting external hiring while investing in AI-optimized infrastructure. Its Infrastructure Solutions Group (AI servers) grew ~40% even as overall headcount fell ~10%. [1],[3]

What this means for you: Because Dell discloses this as an annual number, you may be affected without a company-wide announcement. Get your official termination date and reason code in writing, and confirm commissions and RSU vesting — the $569M severance shows these were real involuntary cuts, not only attrition. One framing point worth carrying into any conversation about this: the year-on-year drop in Dell's reported headcount is a net figure. It nets layoffs against attrition, against the hiring limits Dell describes, and against continued recruitment in some areas — Dell's own words are that its cost measures “resulted in a continued reduction in our overall headcount”, not that it laid off that many people. The severance charge ($569 million in fiscal 2026) is the closest thing to a direct measure of separations, and it too covers more than one kind of exit.

Fiscal 2025: headcount fell ~12,000 (to ~108,000)

February 27, 2025medium

RestructuringCompany-announcedAffected: ~12,000 net decline (to ~108,000)

Affected divisions: Sales & marketing (go-to-market reorg), Support
Affected roles: Sales, Marketing, Support
Locations: Global
Effective date: January 31, 2025

Company-stated reason: A second consecutive ~10% annual decline, including a 2024 sales/marketing go-to-market reorganization and continued cost discipline. [2],[1]

What this means for you: This year featured a notable sales/go-to-market reorganization. If you're in sales, treat commission reconciliation and quota credit as first-order questions at separation.

Fiscal 2024: headcount fell ~13,000 (to ~120,000)

March 1, 2024medium

RestructuringCompany-announcedAffected: ~13,000 net decline (to ~120,000)

Affected divisions: Company-wide
Affected roles: Various
Locations: Global
Effective date: February 2, 2024

Company-stated reason: The first of three consecutive ~10% annual declines, during the post-pandemic PC-demand slump and a broader cost-reduction push. [2],[1]

What this means for you: This began Dell's multi-year reduction. It's historical context — terms and rationale evolved by fiscal year, so don't assume an older colleague's package matches a current one.

What changed between rounds

Net fiscal-year declines, not one-off memos

Dell's reductions show up as annual net headcount declines in its SEC filings rather than discrete layoff announcements. Read the numbers as the scale of a year-long change (layoffs + attrition + limited hiring), not a single day's cut — but note that Dell's disclosed ~$569M fiscal-2026 severance confirms substantial involuntary layoffs within that.

PC down, AI infrastructure up

The reductions track a strategic shift: traditional PC/client and support functions have shrunk while the Infrastructure Solutions Group (AI-optimized servers and storage) grew ~40% in fiscal 2026. If you're in a legacy-PC or support role, that mix shift matters; if you're in AI/ISG, your area is where Dell is investing.

Don't average the severance

Dell disclosed about $569 million of aggregate severance for its fiscal-2026 reductions. That is a company-wide total, not a per-person promise — dividing it by ~11,000 does not give your package. Ask HR for your specific severance terms in writing.

WARN notice research

Dell is headquartered in Round Rock, Texas (a federal-WARN-only state), but its worksites span many states with their own rules, and remote employees are generally tied to the site they report to. WARN coverage depends on the worksite, event size, timing and each state's law. Search the official WARN database for your actual worksite state, not Dell's headquarters state.

No matching official filing was located during the latest review. This does not establish that WARN did not apply or that no notice exists. WARN coverage depends on the employer, worksite, event size, timing, exceptions and state law. Verify in the official database for your worksite's state — not the company headquarters state.

Check the official WARN database for your worksite state:

Texas WARN California WARN Massachusetts WARN Washington WARN

WARN Tracker What a WARN notice means WARN law by state

Historically reported Dell severance packages

Historically reported Dell severance. Dell discloses aggregate severance in its filings but no per-person formula, so this section is deliberately cautious.

U.S. employees (fiscal 2026 reductions) · 2026

Reported / undisclosedlimited

United States

Dell's fiscal 2026 10-K disclosed about $569 million of severance for its ~11,000-person reduction — confirming substantial involuntary layoffs — but Dell does not publish a per-year severance formula. Amounts, benefit-continuation and any enhancements are not publicly disclosed and vary by role, level, tenure and location. [1]

Aggregate severance (FY2026)	~$569 million company-wide (SEC 10-K) — not a per-person figure
Cash severance	Provided; per-person amount not publicly disclosed as a formula (tenure/level-related)
Commissions	Sales roles: confirm treatment of earned-but-unpaid commissions and in-flight quota credit
Equity (RSUs)	Unvested Dell RSU treatment set by the equity plan and award agreement — confirm your vest dates
Health coverage	Confirm coverage end date and COBRA; employer subsidy not publicly documented
Release	A release is typically required; OWBPA review/revocation windows apply if 40+ and for group programs
The variable that matters: tenure, band, and which Dell entity	Dell has not published a per-year formula. Practice has historically scaled with length of service and job band, and Dell's post-EMC structure means employees sit across multiple legal entities in many countries. Ask for your calculation expressed against your service date, your band and your employing entity — the third one determines your statutory floor.
If your service predates a merger or acquisition	Employees who joined through EMC, VMware-era arrangements or other acquisitions sometimes find their recorded service date starts at the acquisition rather than at their actual first day. Since severance scales with service, a mis-recorded date is a direct and correctable reduction in what you are owed. Check it before you sign.
Sales roles: commissions and quota credit	Confirm earned commissions, quota credit for deals in flight, and whether your plan conditions payment on employment at the payout date — three separate questions that are commonly collapsed into one answer.

Note: Past packages provide historical context only, and the $569M figure is a company-wide total, not your package. Do not divide it by headcount to estimate your severance. Ask HR for your specific figure and benefit terms in writing, and read your separation agreement carefully.

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 Dell'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 Dell terms.

Calculate your runway

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

Dell-specific compensation issues

Sales commissions and quota credit

Dell has a large sales organization and reorganized its go-to-market model in recent years, so commission disputes are a real risk at separation. Confirm in writing how earned-but-unpaid commissions are handled, whether in-flight deals get quota credit, and how accelerators/clawbacks apply. Keep your commission plan document and recent statements. [2]

RSUs and equity vesting

The treatment of unvested Dell RSUs is controlled by the applicable equity plan, your award agreement and your separation terms. Pull your vesting schedule and compare what vests before versus after your termination date. Because Dell equity vests over multiple years, a layoff shortly before a large vest can forfeit meaningful value — factor that into any negotiation. [1]

No large defined-benefit pension

Unlike some older employers, Dell does not have a broad defined-benefit pension to weigh, so your focus should be cash severance, unpaid commissions, RSU vesting and your 401(k). That simplifies the retirement question but raises the importance of the cash and equity items above. [1]

Health insurance, benefits and final pay

•Confirm your exact coverage end date — Dell has not publicly documented a COBRA subsidy, so budget for standard COBRA or a Marketplace plan.
•Losing job-based coverage generally creates a Marketplace Special Enrollment Period, available for 60 days before and 60 days after the loss of coverage; verify the effective-date mechanics for the plan you choose.
•Compare your 401(k) options; check HSA/FSA balances and dependent-coverage dates before access ends.
•Confirm any unpaid commissions and expense reimbursements are settled.

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

H-1B and employment-visa considerations

Historical sponsorship: Yes — Dell Technologies Inc. / Dell Marketing L.P. and affiliated entities

Federal H-1B petition and labor-condition-application data shows Dell entities among significant U.S. H-1B sponsors, concentrated in technology and engineering roles. That does not guarantee sponsorship for every role going forward. If you're on an H-1B and were affected, the regulation provides an eligible H-1B worker 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, and DHS may shorten or eliminate it. A payroll, severance or employer-labelled termination date does not automatically resolve when that cessation occurred, so confirm the facts promptly with qualified immigration counsel. [4]

•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.

Alumni and former-employee networks

Dell has a large global alumni base across hardware, enterprise IT and sales. Use the shared alumni directory to find former-employee networks and referral threads; Dell's sales and ISG alumni are well connected across the enterprise-tech industry.

Dell alumni network

Dell Technologies alumni connections.

Alumni network · LinkedIn alumni search · opens a public LinkedIn people search · link checked 2026-08-26

Open

Communities beyond Dell

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 Dell

Questions to ask Dell HR

1. Was my role eliminated or reorganized, and what is my official termination date?
2. How is my severance calculated (tenure, level), and is it a lump sum or salary continuation?
Why it matters: Dell discloses only an aggregate total, not a per-person formula.
3. How are my earned-but-unpaid commissions handled, and do in-flight deals get quota credit?
Why it matters: Go-to-market reorgs make commission disputes common.
4. What happens to my unvested RSUs, and is my next vest before or after my termination date?
5. When exactly does my health coverage end, and is there any employer COBRA subsidy?
6. Does the release cover Dell subsidiaries and affiliates, and what is my review/revocation window?
7. Is outplacement included, and for how long?
8. If I'm on a work visa, who provides employment-verification and immigration letters, and by when?
9. How will Dell code my separation for unemployment purposes?
10. Are my final expense reimbursements and any earned incentive pay settled?

Get the important answers in writing where you can.

Employee action plan

First 24 hours

→Do firstSave permitted personal documents — offer letter, commission plan + recent statements, RSU grants/vesting, pay stubs, benefits summaries — before access ends.
→Do firstRecord your official termination date and the reason code; note whether your role was eliminated or reorganized.
→Do firstIf on an H-1B or other visa, start your grace-period review today.
→Do not sign the separation agreement immediately — note your review/revocation window.

First 7 days

→Do firstReconcile commission statements and flag earned-but-unpaid amounts in writing.
→Map RSU vests against your termination date.
→Confirm your health-coverage end date; compare COBRA vs. Marketplace and compare your 401(k) options.
→Search your worksite state's official WARN database, and reconnect with Dell alumni for referrals.

First 30 days

→File for unemployment in your work state; confirm how severance timing affects benefits.
→Decide health coverage before deadlines; compare your 401(k) options.
→Do firstIf on a visa, finalize transfer/change-of-status with counsel inside your grace period.
→Build a written runway plan and pursue any outstanding commission claims.

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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Dell layoffs — frequently asked questions

How many employees did Dell lay off?+

In fiscal 2026 (annual report filed March 2026), Dell's workforce fell about 10% to roughly 97,000 — a reduction of about 11,000 — and Dell disclosed about $569 million in severance. Over three years its headcount fell from ~133,000 (FY2023) to ~120,000, ~108,000 and ~97,000, a cumulative ~27% decline. These are net figures that blend layoffs with attrition, though the severance total confirms substantial involuntary cuts. [1],[2]

Is Dell still cutting jobs in 2026?+

Yes — fiscal 2026 was Dell's third straight year of roughly 10% headcount reduction, and Dell says it is practicing 'disciplined cost management' and limiting external hiring while investing in AI infrastructure. That points to continued reductions through attrition and targeted cuts. Its AI-server business (ISG) grew about 40% in fiscal 2026 even as overall headcount fell. [1],[3]

What severance does Dell offer?+

Dell disclosed about $569 million of aggregate severance for its fiscal-2026 reductions, but it does not publish a per-person formula — and that company-wide total is not your package, so don't divide it by headcount. Amounts vary by role, level, tenure and location. Ask HR for your specific severance and benefit terms in writing, and (in sales) pay close attention to commissions. [1]

What happens to my Dell RSUs and commissions if I'm laid off?+

The treatment of unvested Dell RSUs is controlled by the applicable equity plan, your award agreement and your separation terms, so map your vest dates against your termination date and ask how each unvested tranche will be treated. For sales roles, confirm in writing how earned-but-unpaid commissions are handled and whether in-flight deals get quota credit — Dell's go-to-market reorganizations have made commission disputes a recurring pain point. [1]

Did Dell file WARN notices?+

WARN obligations depend on the worksite, size, timing and each state's law. Dell is headquartered in Round Rock, Texas, but its worksites span many states, so any filings appear in individual state databases. Search the official WARN database for your work state and use the LayoffNext WARN Tracker as a starting point rather than assuming Texas applies to your site. [5]

Does Dell sponsor H-1B workers?+

Yes, historically. Federal H-1B and labor-condition-application data shows Dell entities among significant U.S. sponsors, concentrated in technology and engineering roles. That doesn't guarantee sponsorship for every role going forward. If you're on an H-1B and were affected, act quickly on your grace-period options and confirm your dates with immigration counsel. [4]

Where can former Dell employees find alumni networks?+

Dell has a large global alumni base across hardware, enterprise IT and sales. Use the LayoffNext Alumni & ERG Network directory to find former-employee networks and referral threads; Dell sales and ISG alumni tend to be well connected across the enterprise-technology industry.

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] Dell Technologies Inc. Form 10-K for fiscal 2026 (year ended 30 January 2026), filed 16 March 2026 — approximately 97,000 employees; $569 million of severance charges SEC filing
U.S. Securities and Exchange Commission (SEC EDGAR) · March 16, 2026 · Accessed July 24, 2026 · primary
Supports: Approximately 97,000 employees as of 30 January 2026, Severance charges of $569m (FY2026), $693m (FY2025) and $648m (FY2024), Dell's own characterisation: cost measures “including employee reorganizations, limitation of external hiring, and other actions… resulted in a continued reduction in our overall headcount”
[2] Dell workforce shrinks 10% for third consecutive year (133k → 97k over FY2023–FY2026) Reputable reporting
Fox Business · March 18, 2026 · Accessed July 24, 2026 · secondary
Supports: three-year-10pct, headcount-history
[3] Dell lays off 11,000 employees, spends $569M on severance as AI shift accelerates job cuts Reputable reporting
Tech Startups · March 18, 2026 · Accessed July 24, 2026 · secondary
Supports: fy2026-11000, severance-569m, ai-shift
[4] USCIS H-1B Employer Data Hub — Dell entities Federal immigration data
U.S. Citizenship and Immigration Services · Accessed July 24, 2026 · primary
Supports: h1b-historical-sponsorship
[5] Texas WARN notices (Dell's Round Rock operations appear in TWC filings) Government / WARN
Texas Workforce Commission · Accessed July 24, 2026 · primary
Supports: warn-verification

Report a correction

Believe something is inaccurate or outdated? Email support@layoffnext.com.

Methodology & standards

How we research · Editorial standards

Important disclaimer

This guide is an educational summary of publicly available information about Dell and is not legal, financial, tax, immigration, benefits or employment advice. It is not affiliated with, authorized by, or endorsed by Dell. 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 September 17, 2026

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