Google Layoffs: Severance, Voluntary Exit Offers, WARN and Employee Guide

Ongoing restructuringMedium confidenceLatest verified event: August 5, 2026· Reviewed September 17, 2026

Google is running an ongoing, rolling reduction through voluntary exit offers and targeted cuts, without a single public layoff announcement — which means the number you read in headlines is an estimate, not a company figure.

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

Quick answer

Latest verified development: Google has not announced a single 2026 layoff. Reductions are arriving as rolling voluntary exit programmes across divisions, performance-based separations, and a management delayering push. A Washington WARN notice filed on 5 August 2026 covers 52 Google roles across Kirkland, Redmond, Seattle and remote workers, effective 6 September 2026.
What kind of event: Rolling, division-by-division reductions communicated internally rather than through a public memo — the opposite of Google's January 2023 layoff, which was announced company-wide in one post.
What number is confirmed: There is no company-confirmed 2026 total. Alphabet reported 190,820 employees at 31 December 2025 in its 10-K. Outside trackers put 2026 separations in the low thousands, which is a reported estimate and not a Google figure.
Who appears most affected: Reported across Platforms & Devices, Google Cloud (including Threat Intelligence and Mandiant), the Global Business Organization, People Operations, central engineering, marketing, research and communications — confirm your own org rather than a headline.
What to verify first: Whether you are being offered a voluntary exit or facing an involuntary cut, the exact severance formula in your own paperwork, your GSU vesting date, and — if you are on a visa — the last day your employment is authorised.

Current status as of August 26, 2026

Classification: Ongoing restructuring

Confirmed

✓Alphabet reported 190,820 employees as of 31 December 2025 in its FY2025 Form 10-K.
✓A Washington State WARN notice for Google was received on 5 August 2026 covering 52 workers across Kirkland, Redmond, Seattle and remote, effective 6 September 2026.
✓Google published its January 2023 severance formula openly: 16 weeks of base pay plus two weeks for every additional year of service, at least 16 weeks of accelerated GSU vesting, 2022 bonus and remaining vacation paid, six months of healthcare, plus job placement and immigration support.

Reported / proposed (not confirmed)

•Voluntary exit programmes reported across multiple US divisions through 2025 and 2026, with terms reported at roughly 14 weeks of base pay plus one week per year of service — reported, not published by Google.
•Reported management delayering aimed at managers supervising fewer than three people, with many moving to individual-contributor roles rather than leaving.
•In July 2026, reporting described a petition signed by more than 4,500 employees asking Alphabet leadership to guarantee severance and offer voluntary exits before involuntary cuts.

Google snapshot

Legal employer name	Google LLC (subsidiary of Alphabet Inc.)
Common name	Google
Parent company	Alphabet Inc.
Covered subsidiaries	Google Cloud, Platforms & Devices (Pixel, Android), Mandiant, YouTube, Fitbit, Waze
Industry	Search, advertising, cloud and consumer technology
Headquarters	Mountain View, California, United States
Ticker	GOOGL (NASDAQ)
Employee base	190,820 Alphabet employees (as of December 31, 2025)
Latest verified event	Washington WARN notice: 52 roles across Kirkland, Redmond, Seattle and remote — August 5, 2026
Historical H-1B sponsor	Yes (federal data)
Source confidence	Medium confidence
Guide last reviewed	September 17, 2026 by Deepak Middha

Google layoff timeline

Google's layoff history splits cleanly into two eras. January 2023 was a single, public, company-wide announcement with severance terms published in the same post. Everything since has been quieter: buyouts, performance-based exits and reorganisations that surface through internal memos, reporting and the occasional WARN filing. If you are trying to work out what is happening to your own team in 2026, the honest answer is that there is no single number to look up — which is why the WARN filing below matters more than the headlines.

Washington WARN notice: 52 roles across Kirkland, Redmond, Seattle and remote

August 5, 2026high

LayoffOfficially filedAffected: 52 (Washington State WARN filing)

Affected divisions: Not specified in the filing
Affected roles: Not specified in the filing
Locations: Kirkland, WA, Redmond, WA, Seattle, WA, Remote (Washington)
Effective date: September 6, 2026

Company-stated reason: Filed with Washington State's Employment Security Department rather than announced publicly. The notice records the employer, the worksites, the headcount and the effective date; it does not give a reason or name the affected teams. [3]

What this means for you: This is the most concrete, officially documented Google reduction of 2026 that we can point to. If you are in Washington, the 6 September 2026 effective date is the one that governs your final-pay and benefits timeline — and Washington requires final wages at the end of the established pay period. Check the ESD listing for your own worksite rather than relying on the aggregate figure.

Rolling voluntary exit programmes across US divisions

January 15, 2026medium

Voluntary separationReliably reportedAffected: No company figure — trackers estimate low thousands across 2026

Affected divisions: Platforms & Devices, Google Cloud, Global Business Organization, People Operations, Central engineering, Marketing, Research, Communications, Knowledge & Information
Affected roles: Engineering, Sales, HR / People Ops, Marketing, Research, Support
Locations: United States (division-dependent)

Company-stated reason: Reported as a deliberate shift to voluntary exits ahead of involuntary cuts, alongside a large capital reallocation toward AI and data-centre infrastructure. Google has not published a single figure or a company-wide memo for these reductions. [4],[5]

What this means for you: A voluntary exit is still a separation, and the package on offer is usually time-limited. Get the written formula, the deadline to accept, and the consequence of declining, before you decide. If you are 40 or older, an exit-incentive programme offered to a group triggers the OWBPA disclosure and a longer review window.

~12,000 roles cut company-wide, with severance terms published

January 20, 2023high

LayoffCompany-announcedAffected: ~12,000 roles (company-announced) (~6%)

Affected divisions: Recruiting, Corporate functions, Engineering, Product teams
Affected roles: Recruiting, Engineering, Product, Corporate
Locations: United States, Global
Effective date: January 20, 2023

Company-stated reason: Sundar Pichai wrote that Google had hired for a different economic reality and took full responsibility for the decision, describing a review across product areas and functions. [2]

What this means for you: This remains the only Google reduction where the company published its severance formula openly. It is a useful benchmark when you are handed a 2026 offer — but it is a benchmark, not an entitlement, and the reported voluntary-exit terms are less generous.

What changed between rounds

One announcement in 2023, no announcement in 2026

January 2023 was a single public post naming ~12,000 roles and the severance package in the same breath. The 2025–2026 reductions work the other way: division-level memos, buyout windows and performance cycles, with nothing published centrally. That is not an accident of communication — a voluntary exit programme lets a company reduce headcount without the mass-layoff threshold that would trigger WARN notice, which is why so few filings exist relative to the reported scale.

Voluntary is doing a lot of work in 'voluntary exit'

A buyout is a real choice, but it is usually a choice with a deadline and an implied alternative. Reporting through 2026 describes buyouts offered first and involuntary cuts following in the same organisations. If you are offered one, the useful questions are what the package is in writing, when the window closes, and what the company has said about what happens to people who decline.

Employees pushed back on the terms in July 2026

Reporting in July 2026 described a petition signed by more than 4,500 Google employees asking Alphabet leadership to guarantee severance, offer voluntary exits before involuntary cuts, and make the exit process more predictable. Whatever comes of it, it tells you something practical: the terms on offer are not uniform across the company, and employees inside it do not regard them as settled.

The AI capital shift is the stated backdrop

Alphabet has been redirecting very large sums into AI and data-centre infrastructure, and reporting consistently ties the headcount reductions to funding that build-out. For an employee this matters less as strategy than as signal about which orgs are being protected and which are being asked to shrink.

WARN notice research

Google files relatively few WARN notices for its size, and the reason is structural rather than evasive: WARN is triggered by mass layoffs at a single site above a headcount threshold, and rolling voluntary exits spread across divisions rarely reach it. That makes the filings that do exist unusually informative — they are the moments where a reduction was large and concentrated enough to require notice.

Legal employer	State	City / worksite	Notice date	Effective	Affected	Official filing
Google	WA	Kirkland, Redmond, Seattle, Remote — Multiple Washington worksites plus remote employees	August 5, 2026	September 6, 2026	52	Washington State Employment Security Department

Check the official WARN database for your worksite state:

Washington WARN California WARN New York WARN Texas WARN

WARN Tracker What a WARN notice means WARN law by state

Historically reported Google severance packages

Google is one of the few large employers to have published a severance formula in public, which makes the gap between what it published in 2023 and what is reported for the 2025–26 buyouts unusually visible. Treat the 2023 terms as a documented benchmark and the buyout terms as reported. Neither tells you what is in your own agreement, which is the only document that binds.

US employees affected by the January 2023 reduction · 2023

Officially documented

United States

Google published these terms in the same blog post that announced the ~12,000 role reduction. This is the rare case where the formula came from the company rather than from leaks or employee reports. [2]

Base severance	16 weeks of base pay
Tenure addition	Plus 2 weeks for every additional year at Google
Equity	At least 16 weeks of accelerated GSU vesting
Bonus and vacation	2022 bonus and remaining vacation paid
Healthcare	6 months of healthcare
Transition support	Job placement services and immigration support

Note: These are the 2023 terms as Google published them. They are not a commitment for any later reduction, and the reported 2025–26 buyout terms are less generous. Your own agreement controls.

US employees offered voluntary exit packages, 2025–2026 · 2026

Reported / undisclosed

United States

Google has not published terms for the 2025–2026 voluntary exit programmes. Reporting, sourced to internal memos, describes roughly 14 weeks of base pay plus one week per year of service for US employees. Terms are reported to vary by division and by whether the exit is voluntary or involuntary. [4],[5]

Base severance (reported)	~14 weeks of base pay
Tenure addition (reported)	Plus ~1 week per year of service
Equity	Not reported as accelerating — confirm your next GSU vest date against your separation date
Healthcare	Not confirmed for these rounds — ask for the coverage end date in writing
Acceptance window	Time-limited; confirm the deadline and what declining means for your role

Note: Reported from internal memos, not published by Google, and described as varying by division. Do not plan on these figures — ask for your own written offer and read it against the 2023 benchmark above.

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 Google'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 Google terms.

Calculate your runway

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

Google-specific compensation issues

GSU vesting is the number most people get wrong

Google grants equity as GSUs on a vesting schedule, and the treatment of unvested GSUs is controlled by the applicable equity plan, your award agreement and your separation terms. In 2023 Google accelerated at least 16 weeks of vesting; there is no reporting that the 2025–26 buyouts do the same. Find your next vest date, compare it with your proposed separation date, and if the gap is small, that is a specific and reasonable thing to raise before you sign. [2]

Bonus timing versus separation date

Google's 2023 package explicitly paid the prior-year bonus. For a mid-year exit, the question is whether any bonus is prorated or lost entirely, and whether your plan requires you to be employed on the payout date. That employment condition is the clause worth reading closely — Colorado, for instance, bars a 'present to win' term from defeating an already-earned bonus, and other states do not. [2]

Whether it counts as a layoff can change your unemployment claim

Accepting a voluntary exit package can be treated differently from being laid off when a state agency looks at your unemployment claim, because the agency asks who ended the employment. This varies by state and turns on the specific facts, including whether the alternative was a known involuntary reduction. Do not assume either answer — ask the state agency, and keep the written offer describing the circumstances. [4]

Health insurance, benefits and final pay

•Google's 2023 package included six months of healthcare. No equivalent has been reported for the 2025–26 buyouts — get your coverage end date in writing rather than assuming continuity.
•Ask for the exact date benefits terminate, not just the separation date. The two are frequently different, and the coverage-end date is what starts your COBRA election window and any Marketplace special enrollment period.
•If you hold unvested GSUs, request a written statement of your vest schedule and what happens to each tranche at separation.

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 — Google LLC

Google LLC is among the largest US H-1B sponsors by petition volume in federal data. If you are on an H-1B, the date that matters is your last day of employment, not the date you sign an agreement — a discretionary grace period of up to 60 days may be available, or until your I-94 expires if that comes sooner. A voluntary exit does not change the immigration clock. Google's 2023 package included immigration support; confirm whether any equivalent is offered to you. [2],[1]

•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

Google alumni networks are informal and largely private — Xoogler groups on LinkedIn and Slack, plus team-specific channels. There is no official company-run alumni programme to join at separation, so build those connections before your access is switched off, not after.

Google alumni network

The Xooglers community — former Googlers sharing referrals and openings.

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

Open

Communities beyond Google

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 Google

Questions to ask Google HR

1. Is this a voluntary exit offer or an involuntary termination?
Why it matters: It changes your severance terms, potentially your unemployment claim, and what happens if you decline.
2. What is my exact separation date and my exact benefits-termination date?
Why it matters: They are usually different, and the second one starts your COBRA and Marketplace clocks.
3. What is the full severance formula in writing, including tenure calculation?
Why it matters: Reported figures vary by division; only your own written offer binds.
4. What happens to my unvested GSUs, and is any vesting accelerated?
Why it matters: Google accelerated at least 16 weeks in 2023; do not assume the same now.
5. Is my bonus prorated, and does the plan require employment on the payout date?
Why it matters: That single clause can be worth more than several weeks of severance.
6. How long do I have to consider this, and what is the revocation period?
Why it matters: If you are 40 or older, OWBPA sets minimum review windows and a revocation right.
7. If I am on a visa, what is my last day of authorised employment?
Why it matters: Your immigration clock runs from the end of employment, not from the agreement date.
8. What happens if I decline?
Why it matters: The honest answer tells you how voluntary the offer really is.

Get the important answers in writing where you can.

Employee action plan

First 24 hours

→Do firstDownload your offer letter, equity grant documents, bonus plan and recent payslips before access is revoked.
→Do firstDo not sign anything on the spot — a signature usually waives claims, and a deadline is not the same as an emergency.
→Do firstWrite down your separation date, benefits-end date and the acceptance deadline exactly as stated.
→Do firstIf you are on a visa, note your last day of employment and start the grace-period calculation from it.

First 7 days

→Compare your written offer against Google's published 2023 formula so you know where you stand.
→Check the Washington ESD WARN listing or your own state's if you are at an affected site.
→Do firstAsk in writing about GSU vesting, bonus proration and the benefits-termination date.
→Do firstIf you are 40 or older and this is a group programme, ask for the OWBPA disclosure listing the decisional unit.
→File for unemployment in the state where you worked — file even if you are unsure a voluntary exit qualifies.

First 30 days

→Do firstDecide on COBRA versus a Marketplace plan before the earliest deadline passes.
→Decide what to do with your 401(k) — compare leaving it in the plan, moving it to a new plan or IRA, or withdrawing, weighing fees, investment options, any loan offset and taxes — and check whether any outstanding loan is due.
→Reconnect with former colleagues while the network is fresh — Google alumni hiring runs largely on referrals.
→If a term in your agreement looked wrong, get an employment attorney to read it before the revocation window closes.

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Google layoffs — frequently asked questions

How many people has Google laid off in 2026?+

There is no company-confirmed figure. Google has not issued a single 2026 layoff announcement; reductions have come as rolling voluntary exit offers, performance-based separations and a management delayering push. Outside trackers estimate separations in the low thousands against an Alphabet headcount of 190,820 at the end of 2025, but that is an estimate rather than a Google number. [1],[4]

What severance does Google pay?+

The only formula Google has published was for January 2023: 16 weeks of base pay plus two weeks for every additional year of service, at least 16 weeks of accelerated GSU vesting, the prior-year bonus and remaining vacation, six months of healthcare, and job placement and immigration support. The 2025–26 voluntary exit terms are reported at roughly 14 weeks plus one week per year — reported from internal memos, not published, and described as varying by division. [2],[4]

Has Google filed any WARN notices in 2026?+

Yes. A Washington State WARN notice was received on 5 August 2026 covering 52 Google roles across Kirkland, Redmond, Seattle and remote workers, with an effective date of 6 September 2026. Google files relatively few WARN notices for its size because rolling voluntary exits spread across divisions rarely meet the single-site mass-layoff threshold that triggers notice. [3]

Should I take the Google voluntary exit package?+

That depends on facts only you have, but three things are worth establishing first: the full written formula including how tenure is counted, what happens to your unvested GSUs and any bonus, and what the company has said about people who decline. A voluntary exit is still a separation, and accepting one can be treated differently from a layoff when a state agency assesses your unemployment claim. [4],[5]

I'm on an H-1B at Google — how long do I have?+

Your clock runs from your last day of employment, not from the date you sign anything. A discretionary grace period of up to 60 days may be available, or until your I-94 expires if that is sooner. Taking a voluntary exit does not extend it. Google's 2023 package included immigration support; ask whether any equivalent applies to your offer. [2]

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] Alphabet Inc. Form 10-K for fiscal year 2025 (headcount 190,820 as of 31 December 2025) SEC filing
U.S. Securities and Exchange Commission · January 1, 2026 · Accessed August 26, 2026 · primary
Supports: Alphabet employee headcount, Company scale context
[2] A difficult decision to set us up for the future — Sundar Pichai Company / official
Google (official blog) · January 20, 2023 · Accessed August 26, 2026 · primary
Supports: ~12,000 roles reduced, 2023 severance formula: 16 weeks base + 2 weeks per additional year, At least 16 weeks accelerated GSU vesting, 2022 bonus and remaining vacation paid, 6 months healthcare, job placement and immigration support
[3] Washington State WARN notices — Google, 52 workers, Kirkland/Redmond/Seattle/Remote, received 5 Aug 2026, effective 6 Sep 2026 Government / WARN
Washington State Employment Security Department · August 5, 2026 · Accessed August 26, 2026 · primary
Supports: Washington WARN filing, 52 affected workers, Effective date 6 September 2026
[4] Google offers voluntary buyouts across divisions, signalling further reductions Reputable reporting
Tech.co · Accessed August 26, 2026 · secondary
Supports: Voluntary exit programmes across US divisions, Reported terms of ~14 weeks base plus ~1 week per year of service, Divisions reported affected
[5] Google employees demand severance guarantees amid layoffs; 4,500 workers ask Pichai for voluntary exit packages Reputable reporting
Business Today · July 22, 2026 · Accessed August 26, 2026 · secondary
Supports: July 2026 employee petition, Employee-reported inconsistency in severance terms

Report a correction

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Methodology & standards

How we research · Editorial standards

Important disclaimer

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