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

Recent layoffHigh confidenceLatest verified event: May 13, 2026· Reviewed September 17, 2026

LinkedIn, a Microsoft subsidiary, ran a reorganization in May 2026 that it confirmed without quantifying. State WARN filings put 606 California workers in it; the widely repeated 5% / ~875 figure is reported, not company-confirmed.

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

Quick answer

Latest verified development
In May 2026 LinkedIn — a Microsoft subsidiary — carried out a reorganization spanning engineering, product, marketing and its Global Business Organization. LinkedIn confirmed the reorganization itself but not a headcount: its statement was that “as part of our regular business planning, we've implemented organizational changes to best position ourselves for future success.” The widely quoted 5% (about 875 jobs) comes from Reuters citing a source, not from LinkedIn. The hardest number in the public record is the California WARN filing: five notices dated 15 May 2026 covering 606 workers, effective 13 July 2026.
What kind of event
A company-wide reorganization at a Microsoft subsidiary, the latest of several LinkedIn reductions (it also cut about 668 roles in 2023).
What number is confirmed
LinkedIn confirmed organizational changes; it did not confirm a number. Treat ~5% / ~875 as reported — it is Reuters' figure from a source, and 875 is a derivation from applying 5% to a workforce of roughly 17,500. What is officially filed: 606 California workers across five sites in the May 2026 round. Earlier, LinkedIn cut about 668 roles in October 2023 and closed its InCareer app in China.
Who appears most affected
Engineering, product, marketing and the Global Business Organization (sales). California WARN filings put the bulk in Mountain View (352 at 700 E. Middlefield Road, plus 66 home-office), with 108 in San Francisco, 59 in Sunnyvale and 21 in Carpinteria. Confirm your specific team.
What to verify first
Which legal entity employs you (LinkedIn vs. Microsoft), your official termination date, your severance offer, and your stock-award vesting.

Current status as of August 26, 2026

Classification: Recent layoff

Confirmed

  • ✓May 2026: LinkedIn confirmed organizational changes across engineering, product, marketing and the Global Business Organization — “As part of our regular business planning, we've implemented organizational changes to best position ourselves for future success.” No headcount was given.
  • ✓California WARN, five notices dated 15 May 2026, all effective 13 July 2026: 352 at 700 E. Middlefield Road, Mountain View; 108 at 222 Second Street, San Francisco; 66 home-office (Mountain View); 59 at 1000 W. Maude Avenue, Sunnyvale; 21 at 6410 Via Real, Carpinteria — 606 in total.
  • ✓California WARN also records an earlier, less-reported round: four notices dated 27 May 2025 covering 281 workers at the same four sites.
  • ✓October 2023: ~668 roles cut; LinkedIn also shut down its InCareer app in China.

Reported / proposed (not confirmed)

  • •The ~5% / ~875 figure is Reuters reporting attributed to a source, plus arithmetic on a workforce of roughly 17,500. LinkedIn has not published it, so this guide does not describe it as confirmed — however many outlets repeat it.
  • •Reuters reported that the cuts are not AI-driven but reflect redirecting people toward faster-growing parts of the business, with LinkedIn adding headcount in some areas.
  • •Parent company Microsoft ran its own large reductions across 2025–2026, so LinkedIn employees should track both.

LinkedIn snapshot

Legal employer nameLinkedIn Corporation
Common nameLinkedIn
Parent companyMicrosoft Corporation
Covered subsidiaries—
IndustryProfessional networking (software / SaaS)
HeadquartersSunnyvale, California, United States
Ticker—
Employee basemore than 17,500 full-time employees globally (as of May 13, 2026)
Latest verified eventMay 2026: company-confirmed reorganization; 606 California roles in the state WARN filings — May 13, 2026
Historical H-1B sponsorYes (federal data)
Source confidenceHigh confidence
Guide last reviewedSeptember 17, 2026 by Deepak Middha

LinkedIn layoff timeline

LinkedIn is owned by Microsoft, so Microsoft-wide efficiency drives can influence it, but LinkedIn also runs its own reductions with its own terms. Rounds are listed newest first; confirm which legal entity employs you.

May 2026: company-confirmed reorganization; 606 California roles in the state WARN filings

May 13, 2026high
LayoffPartially confirmedAffected: 606 in California (WARN, official); ~875 / ~5% reported, not company-confirmed (~5%)
Affected divisions
Engineering, Product, Marketing, Global Business Organization (sales)
Affected roles
Software engineering, Product, Marketing, Sales
Locations
Global (notable Bay Area / Sunnyvale, CA impact)

Company-stated reason: LinkedIn's statement confirmed the reorganization but no headcount: “As part of our regular business planning, we've implemented organizational changes to best position ourselves for future success.” Reuters reported the cut at about 5% of staff across engineering, product, marketing and the Global Business Organization, and said it reflects redirecting resources toward faster-growing areas rather than AI adoption. [8],[1],[6],[2]

What this means for you: Keep the two halves apart when you are working out what happened. The reorganization is company-confirmed; the number attached to it is not. If you need a defensible figure — for a claim, a conversation with a lawyer, or simply to understand the scale at your own site — use the California WARN filings, which are official, site-specific and total 606. The 875 is an estimate built by multiplying a reported percentage against a headcount, and nobody at LinkedIn has stood behind it.

~668 roles cut; InCareer (China app) shut down

October 16, 2023high
LayoffCompany-announcedAffected: ~668
Affected divisions
Engineering, Product, Talent, Finance
Affected roles
Engineering, Product, Talent, Finance
Locations
Global (incl. China app closure)

Company-stated reason: Part of LinkedIn's 2023 reductions; the company also closed its standalone InCareer app in China. (Earlier in 2023, LinkedIn had cut roughly 700 roles in a separate round.) [3]

What this means for you: Historical context: LinkedIn has reorganized repeatedly. Terms evolve by round, so don't assume a 2023 colleague's package matches a current one.

What changed between rounds

A Microsoft subsidiary — but its own reductions

LinkedIn is owned by Microsoft, which ran its own large 2025–2026 layoffs, but LinkedIn also cuts independently with its own terms. The most important practical consequence: your stock awards are Microsoft (MSFT) shares, and your benefits/severance follow LinkedIn's plans — so confirm your employer of record and which plan documents apply. See the Microsoft guide for parent-company context.

Reorganization, not (officially) AI

LinkedIn framed the 2026 cut as a reorganization toward growth areas rather than an AI-driven reduction, even while revenue grew. That mirrors Intuit's and Microsoft's messaging in the same period — for employees, the framing matters less than confirming your own role's status, termination date and severance.

Recurring optimization

LinkedIn has reduced staff multiple times (roughly 700 and 668 in 2023, ~875 in 2026), continuing to add in some areas while cutting in others. Treat 'we finished optimizing' as a weak signal and keep your documents and network current.

WARN notice research

LinkedIn's US workforce is concentrated in California, which makes the EDD WARN record unusually informative here — it is the only source that puts site-level numbers against a round the company declined to quantify. Five notices dated 15 May 2026 cover 606 workers across Mountain View, San Francisco, Sunnyvale and Carpinteria, all effective 13 July 2026. The same source also shows a May 2025 round of 281 California workers that attracted almost no coverage at the time. LinkedIn is a Microsoft subsidiary but files under its own name, so search “LinkedIn Corporation” rather than Microsoft.

Legal employerStateCity / worksiteNotice dateEffectiveAffectedOfficial filing
LinkedIn CorporationCaliforniaMountain View — 700 E. Middlefield Road, Mountain View (Santa Clara County)May 15, 2026July 13, 2026352California Employment Development Department (EDD)
LinkedIn CorporationCaliforniaSan Francisco — 222 Second Street, San FranciscoMay 15, 2026July 13, 2026108California Employment Development Department (EDD)
LinkedIn CorporationCaliforniaMountain View — 700 E. Middlefield Road, Mountain View (Santa Clara County)May 27, 2025—159California Employment Development Department (EDD)

Check the official WARN database for your worksite state:

California WARN
WARN Tracker What a WARN notice means WARN law by state

Historically reported LinkedIn severance packages

Historically reported LinkedIn severance. As a Microsoft subsidiary, LinkedIn's terms follow its own plans; no per-year formula is public.

U.S. employees (LinkedIn Corporation) · 2026

Reported / undisclosedlimited

United States

LinkedIn has provided severance for its layoff rounds but has not published a per-year formula. Because LinkedIn is a Microsoft subsidiary, its equity awards are Microsoft (MSFT) stock and its benefits/severance follow LinkedIn's own plans — which may differ from Microsoft Corporation's reported terms. Amounts vary by role, level, tenure and location. [1]

Cash severanceProvided; per-person amount not publicly disclosed as a formula (tenure/level-related)
Stock (MSFT)Unvested Microsoft (MSFT) stock-award treatment set by the equity plan and award agreement — map your specific vest dates
Health coverageConfirm coverage end date and COBRA under LinkedIn's plan
Employer of recordConfirm whether LinkedIn Corporation or Microsoft is your legal employer — it drives which severance/benefits apply
ReleaseA release is typically required; OWBPA review/revocation windows apply if 40+ and for group programs
The variable that matters: tenure, and whether you are covered by US benefitsLinkedIn's own framing distinguishes employees covered by US benefits — who received severance pay, continuing health coverage and career transition services — from those outside the US, whose terms follow local labour law and practice. That is the first fork. Within the US, packages have historically scaled with length of service; LinkedIn has not published the schedule.
LinkedIn is Microsoft-owned but runs its own packageDo not assume the reported Microsoft severance formula applies to you. LinkedIn operates its own separation terms and its own equity arrangements, and the two have differed. If you are comparing against a Microsoft colleague's numbers, you are comparing against a different policy.
Continuing health coverage: get the end date in writingLinkedIn committed to continuing health coverage rather than to a specific number of months. A commitment without a date is not something you can plan against — ask for the exact coverage-termination date, because it starts your COBRA election window and any Marketplace special enrollment period.

Note: Past packages provide historical context only. LinkedIn has not published a severance formula, and its terms (though it's a Microsoft subsidiary) follow LinkedIn's own plans. Do not assume Microsoft Corporation's reported severance terms apply to you — confirm your specific LinkedIn terms with HR in writing.

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 LinkedIn's agreement, know what the release actually covers and what it cannot.

Typically waivedClaims 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 differentlyDo 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 alongsideNon-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 waivedYour 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 LinkedIn terms.

Calculate your runway

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

LinkedIn-specific compensation issues

Your equity is Microsoft (MSFT) stock

Because LinkedIn is a Microsoft subsidiary, LinkedIn employees are typically granted Microsoft (MSFT) stock awards, not a separate LinkedIn equity. The treatment of unvested MSFT awards is controlled by the applicable equity plan, your award agreement and your separation terms, so pull your Microsoft stock-award vesting schedule and compare what vests before versus after your termination date. [1]

LinkedIn vs. Microsoft as your employer

Confirm which legal entity employs you — LinkedIn Corporation or Microsoft. It determines which severance policy, benefits plan and HR contacts apply. LinkedIn runs its own reductions with its own terms even though Microsoft is the parent, so don't assume the parent's policies automatically apply to you. [1]

Global Business Organization (sales) commissions

LinkedIn's sales organization (the Global Business Organization) was among the areas affected. If you're in sales, confirm in writing how earned-but-unpaid commissions are handled and whether in-flight deals get quota credit — commission treatment is a common pain point at separation. [1]

Health insurance, benefits and final pay

  • •Confirm your exact coverage end date under LinkedIn's plan and COBRA; compare COBRA vs. Marketplace.
  • •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.
  • •Map your Microsoft (MSFT) stock-award vesting; compare your 401(k) options.
  • •Check HSA/FSA balances, ESPP and dependent-coverage dates before access ends.
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 CalculatorCOBRA vs MarketplaceUnemployment hubSeverance & tax

H-1B and employment-visa considerations

Historical sponsorship: Yes — LinkedIn Corporation

Federal H-1B petition and labor-condition-application data shows LinkedIn Corporation among U.S. H-1B sponsors, concentrated in software and product 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. Clarify also whether LinkedIn or Microsoft is your petitioning employer. [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 guide60-day countdownQuestions 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

LinkedIn — being a professional network itself — is a natural place to find its own alumni. Use the shared alumni directory and search LinkedIn for former-employee groups; many LinkedIn alumni move across the broader Microsoft ecosystem, so those connections are valuable too.

LinkedIn alumni network

Former LinkedIn employees and alumni groups.

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

Open

Communities beyond LinkedIn

  • 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 LinkedIn

Questions to ask LinkedIn HR

  1. 1. Which legal entity employs me — LinkedIn Corporation or Microsoft — and which severance/benefits plan applies?

    Why it matters: This drives everything else.

  2. 2. What is my official termination date?

  3. 3. How is my severance calculated, and is it a lump sum or salary continuation?

  4. 4. What happens to my unvested Microsoft (MSFT) stock awards, and which vests are covered?

  5. 5. (Sales/GBO) How are earned-but-unpaid commissions handled, and do in-flight deals get quota credit?

  6. 6. When exactly does my health coverage end under LinkedIn's plan, and how does COBRA work?

  7. 7. Is outplacement included, and for how long?

  8. 8. Does the release cover LinkedIn and Microsoft affiliates, and what is my review/revocation window?

  9. 9. If I'm on a work visa, who is my petitioning employer (LinkedIn or Microsoft), and who provides immigration documentation?

  10. 10. How will LinkedIn code my separation for unemployment purposes?

Get the important answers in writing where you can.

Employee action plan

First 24 hours

  • →Do firstConfirm whether LinkedIn Corporation or Microsoft is your legal employer — it changes which plans apply.
  • →Do firstSave permitted personal documents — offer letter, Microsoft stock-award grants/vesting, pay stubs, benefits summaries — before access ends.
  • →Do firstIf on an H-1B or other visa, start your grace-period review and confirm your petitioning employer today.
  • →Do not sign the separation agreement immediately — note your review/revocation window.

First 7 days

  • →Map your Microsoft (MSFT) stock-award vests against your termination date.
  • →Confirm your coverage end date; compare COBRA vs. Marketplace and compare your 401(k) options.
  • →(Sales) Reconcile commissions and flag earned-but-unpaid amounts in writing.
  • →Search California's official WARN listing; reconnect with LinkedIn and Microsoft-ecosystem alumni.

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 using the severance and runway calculators.

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

Related company guides

Microsoft layoff guideAmazon layoff guideGoogle layoff guideOracle layoff guide

LinkedIn layoffs — frequently asked questions

Is LinkedIn laying off employees in 2026?+
Yes. On May 13, 2026 LinkedIn announced it would cut about 5% of its global workforce — roughly 875 jobs (reported as up to about 1,000) — across engineering, product, marketing and its Global Business Organization, with a notable Bay Area impact. LinkedIn, a Microsoft subsidiary, said the reduction reflects a reorganization toward growth areas rather than AI. [1],[2]
Is LinkedIn a Microsoft layoff?+
LinkedIn is a subsidiary of Microsoft, so Microsoft-wide efficiency drives can affect it — and Microsoft ran its own large 2025–2026 reductions. But LinkedIn also runs its own layoffs with its own terms. The practical consequences are that your equity is Microsoft (MSFT) stock and your severance/benefits follow LinkedIn's plans, so confirm which entity employs you. See the Microsoft guide for parent-company context. [1]
What happens to my stock if LinkedIn lays me off?+
Because LinkedIn is owned by Microsoft, LinkedIn employees are typically granted Microsoft (MSFT) stock awards. The treatment of unvested MSFT awards is controlled by the applicable equity plan, your award agreement and your separation terms, so pull your Microsoft stock-award vesting schedule and compare what vests before versus after your termination date. This equity is separate from any cash severance. [1]
What severance does LinkedIn offer?+
LinkedIn has provided severance for its layoff rounds but hasn't published a per-year formula, and — although it's a Microsoft subsidiary — its terms follow LinkedIn's own plans, which may differ from Microsoft Corporation's reported severance. Amounts vary by role, level, tenure and location. Ask HR for your specific LinkedIn terms in writing rather than assuming the parent's policies apply. [1]
Did LinkedIn file WARN notices?+
WARN obligations depend on the worksite, size, timing and state law. LinkedIn is headquartered in Sunnyvale, California, and its 2026 cut notably hit Bay Area workers, so California's EDD WARN listing is the place to check for U.S. filings. Search the official database for your worksite state and use the LayoffNext WARN Tracker as a starting point. [5]
Does LinkedIn sponsor H-1B workers?+
Yes, historically. Federal H-1B and labor-condition-application data shows LinkedIn Corporation among U.S. sponsors, concentrated in software and product roles. If you're on an H-1B and were affected, act quickly on your grace-period options, confirm whether LinkedIn or Microsoft is your petitioning employer, and verify your dates with immigration counsel. [4]

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. [1] Exclusive: LinkedIn planning to lay off ~5% of staff (about 875 jobs) in latest tech-sector cuts Reputable reporting

    Reuters (via U.S. News / Yahoo) · May 13, 2026 · Accessed July 24, 2026 · secondary

    Supports: may-2026-5pct-875, eng-product-marketing-gbo, 17500-employees

  2. [2] LinkedIn layoffs to impact hundreds of Bay Area workers Reputable reporting

    KRON4 · May 13, 2026 · Accessed July 24, 2026 · secondary

    Supports: bay-area-impact

  3. [3] LinkedIn cuts hundreds of jobs (668) and closes its Chinese app (InCareer) for good Reputable reporting

    TechRadar · October 16, 2023 · Accessed July 24, 2026 · secondary

    Supports: oct-2023-668, incareer-closure

  4. [4] USCIS H-1B Employer Data Hub — LinkedIn Corporation Federal immigration data

    U.S. Citizenship and Immigration Services · Accessed July 24, 2026 · primary

    Supports: h1b-historical-sponsorship

  5. [5] California WARN notices (LinkedIn's Sunnyvale / Bay Area sites appear in EDD filings) Government / WARN

    California Employment Development Department (EDD) · Accessed July 24, 2026 · primary

    Supports: warn-verification

  6. [6] California EDD WARN Report, 1 July 2025 – 30 June 2026 — five LinkedIn Corporation notices dated 15 May 2026 totalling 606 workers Government / WARN

    California Employment Development Department (EDD) · May 15, 2026 · Accessed August 26, 2026 · primary

    Supports: 700 E. Middlefield Road, Mountain View (Santa Clara County): 352 workers, 222 Second Street, San Francisco (San Francisco County): 108 workers, Home Office, Mountain View (Santa Clara County): 66 workers, 1000 W. Maude Avenue, Sunnyvale (Santa Clara County): 59 workers, 6410 Via Real, Carpinteria (Santa Barbara County): 21 workers, All five notices dated 15 May 2026, all permanent layoffs, all effective 13 July 2026

  7. [7] California EDD WARN Report, 1 July 2024 – 30 June 2025 — four LinkedIn Corporation notices dated 27 May 2025 totalling 281 workers Government / WARN

    California Employment Development Department (EDD) · May 27, 2025 · Accessed August 26, 2026 · primary

    Supports: 700 E. Middlefield Road, Mountain View: 159 workers, 222 Second Street, San Francisco: 60 workers, 1000 W. Maude Avenue, Sunnyvale: 51 workers, 6410 Via Real, Carpinteria: 11 workers, A May 2025 California reduction that has not been widely reported as a named LinkedIn layoff round

  8. [8] Microsoft-owned LinkedIn to lay off 5% of staff — LinkedIn's statement to Neowin Reputable reporting

    Neowin · May 13, 2026 · Accessed August 26, 2026 · secondary

    Supports: LinkedIn's own statement confirms organizational changes without a number: “As part of our regular business planning, we've implemented organizational changes to best position ourselves for future success.”

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 LinkedIn and is not legal, financial, tax, immigration, benefits or employment advice. It is not affiliated with, authorized by, or endorsed by LinkedIn. 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 Middha, Founder of LayoffNext
Founder 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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