T-Mobile Layoffs: Severance, WARN Notices, Timeline and Employee Guide

Active major layoffHigh confidenceLatest verified event: August 26, 2026· Reviewed October 13, 2026

T-Mobile is in an active, disclosed, multi-programme reduction. Its own filing books $531 million of severance under the 2025-2026 Workforce Transformation through 30 June 2026, Deutsche Telekom puts the position reduction at 4,671 in the first half of 2026, and eight of the nine T-Mobile WARN filings in our dataset fall in 2026. The company has said it is evaluating further restructuring activity.

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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 T-Mobile. Verify your specific situation with HR, official notices and qualified professionals.

Quick answer

Latest verified development: T-Mobile's Form 10-Q for the quarter ended 30 June 2026 reports $531 million of severance incurred to date under what it calls the “2025-2026 Workforce Transformation” — a restructuring it began in the fourth quarter of 2025 “to streamline operations by centralizing leaders and teams, reducing organizational layers and eliminating duplicative roles”. Separately, parent Deutsche Telekom reported that full-time equivalents in its United States segment fell 6.7% between 31 December 2025 and 30 June 2026, from 70,036 to 65,365 — a net decline of 4,671, “primarily due to” the same programme. That is a headcount movement rather than a count of people laid off. A T-Mobile WARN notice covering eight Washington cities was filed on 26 August 2026; the state has since revised it from 77 workers to 159.
What kind of event: Three distinct restructurings running at the same time, which T-Mobile accounts for separately and which land on different people: the 2025-2026 Workforce Transformation, which is about management layers and duplicate roles; the UScellular acquisition integration, which is about redundancy between two merged companies; and the Network Restructuring Initiative, which decommissions cell sites rather than cutting staff directly.
What number is confirmed: $531 million of workforce-transformation severance incurred to date through 30 June 2026 is confirmed in T-Mobile's own filing, as is $89 million of UScellular integration severance through the first quarter. The 4,671 position reduction and the 70,036 to 65,365 headcount figures come from Deutsche Telekom's own reporting. T-Mobile's 10-K separately reports approximately 75,000 full-time and part-time employees at the end of 2025 — a different measure, which is explained below.
Who appears most affected: The WARN filings point at corporate and care functions rather than the network: Bellevue and seven other Washington cities, Irving and Austin in Texas, Hamilton County in Tennessee, Schaumburg in Illinois. The largest single filing is 637 workers across “various locations in Washington”. T-Mobile's own language — centralising leaders and teams, removing organisational layers — points specifically at middle management.
What to verify first: Which of the three restructurings you are in, because T-Mobile tracks them separately and the integration one has a different logic. If you came in from UScellular, Lumos, Metronet or U.S. Internet, you are in an integration where roles are being deduplicated against an existing T-Mobile equivalent, and your service date from the acquired company is the number to confirm. If you were already at T-Mobile, you are in a delayering exercise. Ask which programme your separation is recorded under — it is a real distinction in the company's books, so somebody knows the answer.

Current status as of October 13, 2026

Classification: Active major layoff

Confirmed

✓Q2 2026 Form 10-Q: “In the fourth quarter of 2025, we began implementing a restructuring initiative to streamline operations by centralizing leaders and teams, reducing organizational layers and eliminating duplicative roles (the ‘2025-2026 Workforce Transformation’).”
✓Same filing: workforce-transformation severance of $141 million in the first half of 2026 and $531 million incurred to date, with nil recognised in the second quarter itself.
✓Same filing: UScellular acquisition restructuring severance liability of $77 million at 30 June 2026, after $57 million incurred and $39 million paid in the first half; $89 million of severance incurred to date as at the first quarter.
✓Same filing: T-Mobile is “evaluating additional restructuring initiatives associated with the UScellular Acquisition” and additional activities under the Network Restructuring Initiative.
✓Deutsche Telekom’s interim report: United States segment full-time equivalents fell 6.7%, from 70,036 at 31 December 2025 to 65,365 at 30 June 2026 — a net decline of 4,671, “primarily due to the impact of the 2025-2026 Workforce Transformation”. A net movement, not a layoff count.
✓Eight T-Mobile WARN filings in our dataset covering 1,501 workers, seven of them in 2026: 927 in Washington across three notices, 200 in Tennessee, 187 across two Texas sites, 109 in Illinois and 78 in New Jersey. The August Washington notice is a single filing the state revised from 77 workers to 159.

Reported / proposed (not confirmed)

•Reporting describes the cuts as arriving in rolling waves of several hundred rather than as single large rounds, across call centres, IT and later retail. That is consistent with the WARN pattern in our dataset but is a characterisation rather than a company statement.
•A figure of roughly $1.2 billion of 2026 workforce costs circulates in trade coverage. T-Mobile's own disclosures give $531 million of transformation severance to date plus separately tracked UScellular and network programme costs; we have not found a company figure matching $1.2 billion and do not use it.
•Commentary attributes the reductions to AI and automation. T-Mobile's own stated reason is organisational — centralising teams, removing layers, eliminating duplicate roles — and Deutsche Telekom's framing is modernisation. The AI attribution is analysis, not disclosure.
•Further rounds are widely expected given the company's own statement that it is evaluating additional restructuring. No specific future round has been announced and we do not speculate about one.

T-Mobile snapshot

Legal employer name	T-Mobile US, Inc.
Common name	T-Mobile
Parent company	Deutsche Telekom AG
Covered subsidiaries	T-Mobile USA, Inc., Metro by T-Mobile, Sprint (merged April 2020), UScellular (acquired August 2025), Lumos, Metronet and U.S. Internet (fiber, acquired 2025)
Industry	Telecommunications
Headquarters	Bellevue, Washington, United States
Ticker	TMUS (NASDAQ)
Employee base	~75,000 full-time and part-time employees (as of December 31, 2025)
Latest verified event	159 workers across eight Washington cities — a notice the state revised upward from 77 — August 26, 2026
Historical H-1B sponsor	Not confirmed
Source confidence	High confidence
Guide last reviewed	October 13, 2026 by Deepak Middha

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

Two step changes and a dip. The 2020 jump is the Sprint merger, the fall through 2023 is that merger's integration working through, and the 2024–25 rise is UScellular and three fiber acquisitions — which happened while the workforce transformation was already cutting.

2016

50,000

2017

51,000

2018

52,000

2019

53,000

2020

75,000

2021

75,000

2022

71,000

2023

67,000

2024

70,000

2025

75,000

2019: Pre-Sprint baseline
2020: Sprint merger completed April 2020
2022: Peak Sprint integration year: $1,196M of restructuring charges
2025: UScellular plus Lumos, Metronet and U.S. Internet; the workforce transformation began in the same quarter

Source: T-Mobile US, Inc. Form 10-K, “Employees”, each year 2016 to 2025, stated as approximate full-time and part-time employees. Deutsche Telekom reports a different and lower figure for the same business on its own consolidation basis — 70,036 at 31 December 2025, falling to 65,365 by mid-2026 — so the two measures should not be mixed or differenced against each other. [3],[4],[7]As of December 31, 2025.

T-Mobile layoff timeline

T-Mobile is one of the better-documented large employers for this purpose, because it names its restructuring programmes, dates them and books the severance against each one separately in its quarterly filings. The timeline below uses those disclosures and our own WARN data, and it separates the three programmes deliberately — a Sprint-era integration cut and a 2026 delayering cut are different events with different logic even though both show up as a lower headcount. Newest first.

159 workers across eight Washington cities — a notice the state revised upward from 77

August 26, 2026high

LayoffOfficially filedAffected: 159 workers (revised up from 77)

Locations: Seattle, Bellingham, Bothell, Vancouver, Bellevue, Kennewick, Tacoma, Yakima
Effective date: September 21, 2026

Company-stated reason: One notice filed with Washington's Employment Security Department on 26 August 2026, effective 21 September, naming eight cities. The state first listed it at 77 workers — reported at the time as 63 newly affected employees plus 14 whose separations had been deferred from an earlier notice — and by 13 October had revised the same filing to 159. [8],[14],[9]

What this means for you: The revision is the thing to take from this. A WARN figure is not fixed when it is filed: this one more than doubled between September and October while the notice date, the effective date and the city list all stayed the same. Two practical consequences. If you are tracking an employer through a state list, re-read it rather than trusting a number you noted a month ago — and if you are relying on a layoff tracker, check whether it has re-read the source or is still showing the first figure it saw. And if the deferred-separations detail applies to you, your separation date may have moved from an earlier notice into this one, which resets the dates that matter: your last day, your benefits end date and the start of your notice period.

Deutsche Telekom reports a net decline of 4,671 US full-time equivalents in the first half of 2026

August 10, 2026high

RestructuringConfirmedAffected: Net decline of 4,671 full-time equivalents — a headcount movement, not a layoff count (~6.7%)

Affected divisions: Companywide
Affected roles: Management layers, Duplicative roles
Locations: United States

Company-stated reason: From Deutsche Telekom's own interim report for the first half of 2026: “The total number of full-time equivalent employees in our United States operating segment as of June 30, 2026, decreased by 6.7 % compared to December 31, 2025” — 65,365 full-time equivalents against 70,036, a difference of 4,671 — “primarily due to the impact of the 2025-2026 Workforce Transformation”. [6],[7],[3]

What this means for you: Read this as a net headcount movement, which is what it is, and not as 4,671 people laid off. A net change between two dates already absorbs resignations, retirements, the end of fixed-term contracts and whatever hiring happened in the same six months, so the number of involuntary separations behind it is smaller than 4,671 and is not disclosed. Deutsche Telekom's own word is “primarily”, which attributes most of the decline to the workforce transformation but not all of it. It is also measured in full-time equivalents on Deutsche Telekom's consolidation basis, which is a different quantity from the approximately 75,000 full-time and part-time employees T-Mobile reports in its own 10-K — see the note below the chart. What the figure is genuinely good for is scale and direction: a 6.7% decline in six months is steep, and it is the best-evidenced measure of the programme's size that exists.

Spring 2026: 387 workers across Hamilton County Tennessee, Austin and Irving Texas

April 16, 2026high

LayoffOfficially filedAffected: 387 workers across three filings

Locations: Hamilton County, Tennessee, Austin, Texas, Irving, Texas
Effective date: June 8, 2026

Company-stated reason: Three filings: T-Mobile USA, Inc. in Hamilton County, Tennessee for 200 workers (filed 16 April, effective 8 June); in Austin, Texas for 74 workers (filed 14 April, effective 8 June); and “T-Mobile USA, Inc. (Texas Irving Office)” for 113 workers (filed 7 August, effective 6 October). The two April notices share an effective date two days apart in filing, which is the signature of one decision notified state by state. [11],[10],[14]

What this means for you: The locations are the information here. Hamilton County, Tennessee and these Texas sites are customer-care and operations territory rather than network engineering, and that fits what T-Mobile says it is doing — centralising teams and removing duplication. If you work at a large T-Mobile care or operations site, the pattern in this dataset is that such sites get a single several-hundred-person notice rather than a trickle. That argues for not waiting: the rolling-wave pattern means surviving one wave at a consolidating site is weak evidence about the next.

Q4 2025: three restructuring programmes start at once

February 11, 2026high

RestructuringConfirmedAffected: ~$390 million of transformation severance booked before 2026 began

Affected divisions: Corporate, Network, UScellular integration
Locations: United States

Company-stated reason: T-Mobile's filings date all three programmes to the fourth quarter of 2025: the 2025-2026 Workforce Transformation, the Network Restructuring Initiative (rationalising network and backhaul services and decommissioning cell sites and distributed antenna systems) and, from the UScellular acquisition completed on 1 August 2025, the integration restructuring. Srini Gopalan became chief executive in November 2025. [1],[2],[3]

What this means for you: The arithmetic in the filings is worth noticing: $531 million of transformation severance incurred to date against $141 million in the first half of 2026 means roughly $390 million was already booked in the fourth quarter of 2025 alone. In other words the largest single tranche of this programme happened before most of the 2026 news coverage existed. If you are judging where you are in the cycle, that suggests the programme is further along than the headlines imply — though the company also says it is evaluating further activity, so “further along” is not the same as finished.

637 workers across “various locations in Washington” — the largest single T-Mobile filing in our dataset

February 2, 2026high

LayoffOfficially filedAffected: 637 workers

Locations: Various locations in Washington
Effective date: April 2, 2026

Company-stated reason: Filed with Washington's Employment Security Department on 2 February 2026, effective 2 April, for 637 workers across unspecified “various locations in Washington” — which, with T-Mobile headquartered in Bellevue, means the corporate centre. A further 109-worker notice was filed in Schaumburg, Illinois three days earlier and a 78-worker New Jersey notice on 1 January, so the first weeks of 2026 carried a coordinated multi-state action. [8],[12],[13],[14]

What this means for you: A full 60-day notice here, which is what you would expect for an event of this size at a corporate campus. This filing is the one that most directly matches T-Mobile's stated aim of centralising leaders and teams and reducing organisational layers: a large, single-notice reduction at headquarters rather than at a field or retail site. If you are a manager at a corporate location, that is the population the company's own language describes, and the honest planning conclusion is that delayering tends to continue in further passes rather than stopping after one.

UScellular acquisition completes, starting a separate integration restructuring with its own severance line

August 1, 2025high

RestructuringConfirmedAffected: $89 million of integration severance incurred to date as at Q1 2026

Affected divisions: UScellular, Retail, Network
Affected roles: Redundant processes and functions
Locations: United States, concentrated in UScellular's rural footprint
Effective date: August 1, 2025

Company-stated reason: The Q1 2026 10-Q: “Upon completing the UScellular Acquisition on August 1, 2025, we began implementing restructuring initiatives to realize cost efficiencies and eliminate redundancies”, including “severance costs associated with the integration of redundant processes and functions” alongside contract termination and network decommissioning costs. T-Mobile also acquired the fiber providers Lumos, Metronet and U.S. Internet in the same period. [2],[1]

What this means for you: If you came in through one of these acquisitions you are in a different programme from the general workforce transformation, and three things follow. Your recognised service date may run from the acquisition rather than from your original hire date, which matters for anything calculated on tenure. The logic of your exposure is overlap rather than seniority — the question is whether a T-Mobile equivalent of your role already exists. And T-Mobile has said it expects to incur substantially all UScellular restructuring costs by the end of fiscal 2027, so this is explicitly a multi-year process rather than a single pass.

The Sprint merger cycle: 53,000 to 75,000 employees, then four years of giving it back

February 14, 2023high

RestructuringConfirmedAffected: $1,196 million of restructuring charges in 2022 alone, the peak of the Sprint integration

Affected divisions: Sprint, Retail, Customer care, Network
Locations: Nationwide

Company-stated reason: T-Mobile's reported headcount went from approximately 53,000 full-time and part-time employees at the end of 2019 to 75,000 at the end of 2020, following the Sprint merger in April 2020, then fell to 71,000 in 2022 and 67,000 in 2023. Its tagged restructuring charges track the same cycle: $1,060 million in 2020, $215 million in 2021, $1,196 million in 2022, $337 million in 2023 and $95 million in 2024. [4],[5]

What this means for you: This is the best available guide to how long a T-Mobile integration takes, and the answer is four years, not one. The Sprint merger closed in April 2020 and restructuring charges did not fall below $100 million until 2024. The UScellular integration started in August 2025 and T-Mobile says it expects to incur substantially all of the related costs by the end of fiscal 2027 — a similar arc. If you are in the acquired population and telling yourself the risk passes after the first year, the company's own history says otherwise.

Year-over-year reduction in T-Mobile headcount

Reductions only, which leaves just the Sprint integration years — because every other year in the series was a year of growth, including the two most recent ones, when acquisitions added people faster than the transformation removed them. The final bar is a different quantity from the others and is explained below.

2021

not disclosed

2022

4,000

2023

4,000

2024

not disclosed

2025

not disclosed

H1 2026

4,671

2021: Flat at approximately 75,000
2024: Headcount rose by about 3,000
2025: Rose by about 5,000 on the UScellular and fiber acquisitions, despite the workforce transformation starting in Q4
H1 2026: Deutsche Telekom's net decline in United States full-time equivalents between 31 December 2025 and 30 June 2026 — a headcount movement on its consolidation basis, not a count of people laid off

Source: Arithmetic on T-Mobile's reported year-end figures from each annual Form 10-K, except the final bar, which is Deutsche Telekom's reported net decline in United States full-time equivalents over the first half of 2026, from its own interim report. That bar is on a different reporting basis and a different measure from the others — full-time equivalents on Deutsche Telekom's consolidation basis against T-Mobile's own count of full-time and part-time employees — and it is a net movement rather than a number of separations, so it is shown for scale rather than as a continuation of the series. Growth years are shown as not disclosed rather than plotted. [3],[4],[7]As of August 10, 2026.

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

T-Mobile restructuring charges by year

The Sprint integration's full arc, which is the best available guide to how long a T-Mobile merger integration takes: the merger closed in April 2020 and charges did not drop below $100 million until 2024. The UScellular integration began in August 2025 on a similar stated timetable.

2020

$1,060M

2021

$215M

2022

$1,196M

2023

$337M

2024

$95M

2025

not disclosed

2020: Sprint merger year
2022: Peak integration year
2024: First year below $100M since the merger
2025: Not tagged on the same basis. The three new programmes began in Q4 2025 and are disclosed separately in the 2026 10-Qs

Source: Us-gaap:RestructuringCharges as tagged by T-Mobile in its own Form 10-K filings, via the SEC XBRL company-facts API. The series ends at 2024 because the three programmes that began in the fourth quarter of 2025 are reported separately in the 2026 quarterly filings; 2025 therefore has no comparable single annual figure and is shown as not disclosed rather than as zero. [5],[1]As of December 31, 2025.

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

T-Mobile workforce history, and what moved it

Two mergers dominate this table. Read the right-hand column before reading the numbers, because a year in which headcount rose by 22,000 and a year in which it fell by 4,000 are both merger effects rather than hiring or layoff decisions.

Year	Employees reported	Change	What moved it
2025	~75,000	+5,000	UScellular plus three fiber acquisitions added people while the workforce transformation removed them
2024	~70,000	+3,000	Growth; restructuring charges fell to $95M, the lowest of the Sprint cycle
2023	~67,000	−4,000	Sprint integration continuing; $337M of restructuring charges
2022	~71,000	−4,000	Peak Sprint integration year; $1,196M of restructuring charges
2021	~75,000	0	Flat; $215M of restructuring charges
2020	~75,000	+22,000	Sprint merger completed in April 2020; $1,060M of restructuring charges
2019	~53,000	+1,000	Pre-merger baseline
2018	~52,000	+1,000	Organic growth
2017	~51,000	+1,000	Organic growth
2016	~50,000	—	Baseline for this series

Source: Employee figures are T-Mobile's own, from the “Employees” disclosure in each annual Form 10-K, stated as approximate full-time and part-time employees. Restructuring charges are the us-gaap:RestructuringCharges amounts T-Mobile tagged in its own filings. Note that Deutsche Telekom reports a different and lower headcount for the same business on its own basis — 70,036 at the end of 2025 — so the two should not be mixed. [3],[4],[5] As of February 11, 2026.

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

The three T-Mobile restructuring programmes, side by side

T-Mobile accounts for these separately, and so should you. Which column you are in changes what is driving your exposure and what questions are worth asking.

Programme	Started	What it targets	Disclosed severance	Expected to run until	Evidence
2025-2026 Workforce Transformation	Q4 2025	Centralising leaders and teams, reducing organisational layers, eliminating duplicative roles	$531 million incurred to date; $141 million in H1 2026; nil in Q2 2026	Not stated. T-Mobile says it is evaluating further initiatives	High confidence
UScellular acquisition restructuring	Q4 2025, after the 1 August 2025 completion	Redundant processes and functions, retail and distribution rationalisation, network decommissioning	$89 million incurred to date as at Q1 2026; $77 million liability at 30 June 2026	Substantially all costs by the end of fiscal 2027	High confidence
Network Restructuring Initiative	Q4 2025	Rationalising network and backhaul services; decommissioning cell sites and distributed antenna systems	Costs are contract termination and network decommissioning rather than principally severance	Completion before the end of 2027, with a majority of costs by the end of 2026	High confidence

Source: T-Mobile US, Inc. Forms 10-Q for the quarters ended 31 March 2026 and 30 June 2026, which describe and quantify each programme separately. Figures are [1],[2] As of July 23, 2026.

What changed between rounds

T-Mobile's 75,000 and Deutsche Telekom's 70,036 are not the same number

This is the single most confusing thing about T-Mobile headcount reporting, and it causes real errors. T-Mobile's own 10-K says it employed approximately 75,000 full-time and part-time employees at 31 December 2025 — a rounded headcount including part-timers, of whom a large retail workforce has many. Deutsche Telekom, consolidating the same business into its own group reporting, states 70,036 at the same date, and 65,365 by mid-2026. Both are accurate on their own terms; they count differently. The important practical rule is not to mix them: do not subtract Deutsche Telekom's 4,671 position reduction from T-Mobile's 75,000, and be sceptical of any article that appears to have done so.

Three programmes, three severance lines, and only one of them is about you

T-Mobile's quarterly filings track the 2025-2026 Workforce Transformation, the UScellular acquisition restructuring and the Network Restructuring Initiative as three separate things with separate numbers. That is unusually transparent, and it is useful rather than merely tidy. The transformation programme is about management layers and duplicate roles. The UScellular programme is about overlap between two merged companies. The network programme is largely about contracts, leases and decommissioning equipment — its costs are contract termination and network decommissioning, not primarily severance. If you are trying to understand your own exposure, work out which programme your function sits under before reading anything into a total.

The largest severance tranche came before the news did

T-Mobile booked $141 million of transformation severance in the first half of 2026 and reports $531 million incurred to date, which puts roughly $390 million in the fourth quarter of 2025. Severance is generally recognised when a plan is committed and communicated, so that concentration says the bulk of this programme's decisions were taken and communicated in late 2025. The second quarter of 2026 recorded no transformation severance at all. Anyone reading 2026 coverage as the start of the story has the sequence backwards — though the company's statement that it is evaluating further initiatives means the story is not over either.

Headcount rose in 2024 and 2025 while cuts were under way

T-Mobile's reported employees went from 67,000 at the end of 2023 to 70,000 in 2024 and 75,000 in 2025, at the same time as the company began a workforce transformation. Both are true: the acquisitions of UScellular and three fiber providers added people faster than the reductions removed them. This is why “is the company growing or shrinking?” is the wrong question to ask about your own risk at T-Mobile. A company can be adding thousands of acquired employees and eliminating your management layer in the same quarter, and the growth tells you nothing reassuring about the layer.

WARN notice research

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

We searched it for T-Mobile and its entity variants including T-Mobile USA, Metro by T-Mobile, MetroPCS and Sprint. It returns eight filings covering 1,501 workers, seven of them in 2026. One caution if you search this yourself: a loose name match returns VT Mobile Aerospace Engineering in Mobile, Alabama, which is an unrelated company and is excluded from these totals.

Legal employer	State	City / worksite	Notice date	Effective	Affected	Official filing
T-Mobile USA, Inc.	WA	Seattle, Bellingham, Bothell, Vancouver, Bellevue, Kennewick, Tacoma and Yakima	August 26, 2026	September 21, 2026	159	Washington State ESD
T-Mobile USA, Inc. (Texas Irving Office)	TX	Irving	August 7, 2026	October 6, 2026	113	Texas Workforce Commission
T-Mobile USA, Inc.	TN	Hamilton County	April 16, 2026	June 8, 2026	200	Tennessee DOLWD
T-Mobile USA, Inc.	TX	Austin	April 14, 2026	June 8, 2026	74	Texas Workforce Commission
T-Mobile	WA	Various locations in Washington	February 2, 2026	April 2, 2026	637	Washington State ESD
T-Mobile USA, Inc.	IL	Schaumburg	January 30, 2026	April 2, 2026	109	Illinois workNet (IEBS)
T-Mobile USA	NJ	Statewide in New Jersey — decision location recorded as Bellevue, WA	January 1, 2026	April 21, 2026	78	New Jersey DOL
T-Mobile	WA	King County	August 15, 2025	October 13, 2025	131	Washington State ESD

Check the official WARN database for your worksite state:

Washington WARN Texas WARN Tennessee WARN Illinois WARN New Jersey WARN Kansas WARN

T-Mobile WARN filings by state, workers affected

Where the notices have landed. Washington carries about three fifths of the workers on three filings, which is what you would expect from a programme aimed at management layers at a company headquartered in Bellevue. The other states are care and operations sites.

927

200

187

109

WA: Three filings: 637 across various Washington locations in February, 159 across eight cities in August, 131 in King County in August 2025
TN: One filing, Hamilton County, April 2026
TX: Two filings: Austin and the Irving office
IL: One filing, Schaumburg, January 2026
NJ: One statewide filing with the decision recorded at Bellevue, WA

Source: LayoffNext national WARN dataset, queried across T-Mobile's entity variants. The August Washington notice is counted once at 159 workers, the figure the state listed as of 13 October 2026 after revising the same filing up from 77. Excludes VT Mobile Aerospace Engineering, an unrelated Alabama company a loose name match returns. [14],[8],[10],[11],[12],[13]As of October 13, 2026.

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

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

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

T-Mobile WARN filings by state, in our dataset

Washington dominates because the corporate centre is in Bellevue, and the corporate centre is what a delayering programme reduces. Note the notice-period column, which is not constant — and note that the August Washington entry is one filing the state revised, not two.

State	Filings	Workers	Notice-to-effective gap	Worksites appearing
Washington	3	927	26 to 59 days	Various WA locations; eight named cities; King County
Tennessee	1	200	53 days	Hamilton County
Texas	2	187	55 to 60 days	Austin; Irving office
Illinois	1	109	62 days	Schaumburg
New Jersey	1	78	110 days	Statewide, decision recorded at Bellevue WA
Total	8	1,501	—	—

Source: LayoffNext national WARN dataset, queried for T-Mobile, T-Mobile USA, Metro by T-Mobile, MetroPCS and Sprint, and excluding VT Mobile Aerospace Engineering, an unrelated Alabama company a loose name match returns. The Washington figure counts the 26 August notice once, at the 159 workers the state lists as of 13 October 2026; our export carries an earlier 77-worker figure for the same filing as a separate row, and it is excluded here. The notice-to-effective gap is computed from the dates on each filing; it is not a statement about whether the notice satisfied federal or state WARN, which depends on the size of the event at each single site of employment. [14],[8],[10],[11],[12],[13] As of October 13, 2026.

WARN Tracker What a WARN notice means WARN law by state

Historically reported T-Mobile severance packages

T-Mobile has not published a severance formula, and unlike AT&T it has no collective agreement covering the general US workforce that we could locate, so there is no contractual schedule to read either. What T-Mobile does publish is severance spending by programme and by quarter, which is more than most employers disclose and more useful than it first appears. Below is what the filings establish, what each programme implies for the people in it, and the questions that get you from an undisclosed arrangement to something you can assess.

Employees separated under the 2025-2026 Workforce Transformation · 2026

Reported / undisclosedmedium

United States

T-Mobile confirms the programme, dates it to the fourth quarter of 2025, states its purpose and books its severance: $141 million in the first half of 2026 and $531 million incurred to date, with nil recognised in the second quarter itself. It does not publish weeks per year of service, a minimum, a maximum, benefits continuation or outplacement, and no T-Mobile severance plan appears in its public filings. What follows is therefore the documented frame plus the questions that fill it in. [1],[7]

Published formula	None. No weeks-per-year schedule, minimum or maximum is published
Programme severance, confirmed	$531 million incurred to date through 30 June 2026, of which $141 million falls in the first half of 2026 — implying roughly $390 million in the fourth quarter of 2025
What the programme targets	Centralising leaders and teams, reducing organisational layers and eliminating duplicative roles — T-Mobile's own words, which point at middle management rather than at front-line or network roles
Notice in practice	Our WARN data shows both patterns: a full 60 days for the 637-worker February notice, and 26 days for the August Washington notices. Do not assume 60 days
No union schedule	We located no collective agreement covering T-Mobile's general US workforce, so there is no contractual severance schedule to check the offer against — unlike at AT&T, where CWA-represented employees have one
Release	Expect a release of claims. Because T-Mobile has no union schedule to measure against, the release is doing more work here than at an employer where the payment is contractual — read what it waives as carefully as what it pays
Equity	Governed by the equity plan and your award agreement, not by the severance arrangement. T-Mobile grants broadly, so this is material for many employees
Still running	The company says it is evaluating additional restructuring initiatives, so a further pass is possible. No specific future round has been announced

Note: Nothing here states what you will be paid. T-Mobile discloses programme-level spending, not per-person terms, and dividing $531 million by Deutsche Telekom's 4,671 would be worse than imprecise: that figure is a net movement in full-time equivalents on a different reporting basis, not a number of people separated, so the quotient would not even be measuring severance per person.

Employees separated under the UScellular acquisition integration · 2026

Reported / undisclosedmedium

United States

A separate programme with its own disclosed numbers. T-Mobile completed the UScellular acquisition on 1 August 2025 and began restructuring “to realize cost efficiencies and eliminate redundancies”, including severance from integrating redundant processes and functions. Severance liability stood at $77 million at 30 June 2026 after $57 million incurred and $39 million paid during the first half, with $89 million incurred to date as at the first quarter. T-Mobile expects to incur substantially all costs by the end of fiscal 2027. [2],[1]

Programme severance, confirmed	$89 million incurred to date as at Q1 2026; liability of $77 million at 30 June 2026 after $57 million incurred and $39 million paid in the first half
What it targets	Redundancy between two merged companies — overlap, not performance and not seniority. The operative question is whether a T-Mobile equivalent of your role already exists
Timeframe	Substantially all costs expected by the end of fiscal 2027, and T-Mobile says it is evaluating additional initiatives. This is a multi-year process, not a single pass
Service date	The number to confirm. Whether your recognised service runs from your original UScellular hire date or from 1 August 2025 was settled in the transaction, and anything calculated on tenure depends on it
Also in scope	The fiber acquisitions — Lumos, Metronet and U.S. Internet — completed in the same period, with the same overlap logic
Also includes non-people costs	Contract termination costs from rationalising retail stores and distribution channels, and network decommissioning. A large programme total is not all severance

Note: Terms for acquired employees are frequently governed by commitments made in the transaction rather than by T-Mobile's standing practice, and those commitments sometimes expire on an anniversary of the closing. If you came in from UScellular or one of the fiber acquisitions, ask specifically whether any transaction-related severance or benefits protection applies to you and when it ends.

T-Mobile severance spending as disclosed, by programme and period

This is what T-Mobile actually publishes about severance. It will not tell you your own figure, but it does tell you how big each programme is and when the decisions were taken.

Programme	Period	Severance disclosed	Evidence
Workforce Transformation	Incurred to date through 2026-06-30	$531 million	High confidence
Workforce Transformation	First half of 2026	$141 million	High confidence
Workforce Transformation	Second quarter of 2026	Nil	High confidence
Workforce Transformation	Implied fourth quarter of 2025	~$390 million, by subtraction from the disclosed figures	Medium confidence
UScellular integration	Incurred to date as at Q1 2026	$89 million	High confidence
UScellular integration	First half of 2026	$57 million incurred, $39 million paid	High confidence
UScellular integration	Liability at 2026-06-30	$77 million remaining accrued	High confidence

Source: T-Mobile US, Inc. Forms 10-Q for the quarters ended 31 March 2026 and 30 June 2026. The implied fourth-quarter figure is our arithmetic on T-Mobile's two disclosed numbers rather than a company statement, which is why it is marked at medium confidence and expressed as approximate. [1],[2] As of July 23, 2026.

Equity, bonus and service-date questions at a T-Mobile separation

T-Mobile grants equity broadly, so the equity row is material for far more of its workforce than it would be at a comparable employer. The last row is the one for anyone who arrived through an acquisition.

Item	Governed by	The question to ask
Unvested restricted stock units	The equity plan plus your individual award agreement	What is each tranche's vest date, and does an involuntary termination accelerate, pro-rate or forfeit it?
Awards vesting shortly after your date	The award agreement — not the severance arrangement	If a tranche vests within weeks of my termination date, can the date move? This is often the single most valuable thing to ask
Annual bonus for the year you leave	The bonus plan's terms, usually requiring active employment on the payment date	Will it be paid, pro-rated or forfeited on the proposed date?
Commission and retail incentives	The applicable incentive plan and your work state's wage law	Are earned but unpaid commissions wages in my state, and when must they be paid?
Employee stock purchase plan	The plan's terms on termination mid-offering period	What happens to contributions already made in the current period?
Service date from an acquisition	The UScellular, Lumos, Metronet or U.S. Internet transaction documents	Does my recognised service start at my original hire date or at the closing — and is the answer the same for severance, 401(k) vesting and paid-time-off accrual?

Source: Shaped by what is distinctive here: T-Mobile completed the UScellular acquisition on 1 August 2025 and three fiber acquisitions in the same period, so a large share of its current workforce has a service-date question, and its retail population has a commissions question that salaried guidance ignores. Answers depend on your own plans and documents. [2],[1] As of October 13, 2026.

Key dates on a T-Mobile separation

With no collective agreement and no published plan, every clock here is statutory — which makes the notice-period variation in our WARN data worth knowing about.

Clock	Length	Starts when	Source
Federal WARN notice	60 days	Before a covered plant closing or mass layoff	Worker Adjustment and Retraining Notification Act
Washington state notice requirement	Check the state rule for your own event	Before a covered event	Washington State ESD
What T-Mobile's filings actually show	26 to 110 days between notice and effective date	The filing date	Our WARN dataset, nine T-Mobile filings
ADEA consideration period, 40 or older	21 days, or 45 days for a group programme	The agreement is offered to you	29 U.S.C. § 626(f)(1)(F)
ADEA revocation period	Seven days, and it cannot be shortened	You sign	29 U.S.C. § 626(f)(1)(G)
COBRA election period	Generally 60 days	Your election notice or coverage loss, whichever is later	Federal COBRA rules
Marketplace special enrolment	Generally 60 days	Loss of job-based coverage	ACA special enrolment rules
Final wages	Varies by state	Your termination	State wage-payment law where you worked

Source: Statutory rows are federal minimums and are not T-Mobile-specific; your state may require more. The third row is observed from the nine T-Mobile filings in our dataset and is descriptive, not a statement about whether any notice satisfied the Act — WARN coverage turns on the size of the event at each single site of employment. [14] As of October 13, 2026.

T-Mobile severance estimator

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

Limited confidenceReported formula

What the preset encodes: T-Mobile publishes no severance formula and no collective agreement covering its general US workforce sets one, so this estimator starts from a common two-weeks-per-year structure with a four-week floor and a 52-week cap. It is a yardstick for holding an offer against, not a description of T-Mobile's terms.

Annual base salary ($)

Years of service at T-Mobile

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

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

T-Mobile discloses what each of its three programmes cost and nothing about what a person receives, so there is nothing to encode. Two things make the fields below worth using at this company in particular. If you arrived through UScellular, Lumos, Metronet or U.S. Internet, run the estimate from your original hire date and again from the acquisition date — the gap is what the service-date question is worth. And if you are in retail or care, enter a weekly figure that includes commission rather than base alone, because a severance calculated on base pay can understate what you actually earned by a wide margin.

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

What signing asks you to give up

Severance is almost never a gift. In the United States it is nearly always consideration — payment in exchange for a release of claims, which is the operative half of the document and the half that is easy to skim past. Before you sign T-Mobile'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 T-Mobile terms.

Calculate your runway

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

T-Mobile-specific compensation issues

The two headcount figures, and why mixing them produces nonsense

T-Mobile's 10-K says approximately 75,000 full-time and part-time employees at the end of 2025. Deutsche Telekom, consolidating the same company, says 70,036 at the same date and 65,365 by mid-2026. Both numbers are correct on their own basis and they are not reconcilable from public information, because the two companies count differently. The practical consequence is that a lot of what you will read about T-Mobile's 2026 cuts is arithmetic performed across the boundary: subtracting Deutsche Telekom's 4,671 reduction from T-Mobile's 75,000, or expressing it as a percentage of the wrong denominator. Deutsche Telekom's own 6.7% is computed against its own base of 70,036, which is the right way to do it. When you see a T-Mobile headcount claim, check which company reported the base figure before you trust the percentage. [3],[7]

No contractual schedule, which makes the offer the whole conversation

This is the sharpest practical difference between T-Mobile and AT&T for someone facing a layoff, and it is worth being explicit about. At AT&T, roughly 43% of employees are CWA-represented and their severance is a written formula in a contract they can read — $700 or a week's pay per service period, capped at $21,000, with a 30 or 60-day notice period and a defined order of separation. We located no collective agreement covering T-Mobile's general US workforce, and T-Mobile publishes no severance plan. So at T-Mobile there is no schedule to check the arithmetic against, no contractual notice period beyond the statutory minimum, and no seniority-based order of selection. Everything is in the letter you are handed. That makes two things more important than they would be elsewhere: getting the governing plan document if one exists, and reading the equity treatment, which at this company is frequently worth more than the cash. [1]

Ask which programme your separation is booked under

This sounds like an accounting question and it is a practical one. T-Mobile tracks three restructurings separately in its filings, so when you are separated, your severance lands in one of three buckets, and somebody at the company knows which. Knowing it yourself tells you what is actually driving the decision. Under the workforce transformation the logic is layers and duplication, which means the question is about your management tier and whether your team has an equivalent elsewhere. Under the UScellular integration the logic is overlap between two merged companies, which means the question is whether a T-Mobile version of your role already existed on 1 August 2025 — and it also raises whether transaction-related severance protections applied to you and whether they have expired. Under the network programme, the costs are mostly contracts and equipment rather than people. These are different conversations, and the first one to have is which you are in. [1],[2]

T-Mobile integrations take about four years, on its own numbers

If you came in from UScellular, Lumos, Metronet or U.S. Internet, the most useful thing in T-Mobile's history is the Sprint arc. That merger closed in April 2020. Restructuring charges ran $1,060 million in 2020, dipped to $215 million in 2021, peaked at $1,196 million in 2022 — more than two years after closing — then $337 million in 2023 before falling below $100 million in 2024. The peak was in year three. T-Mobile has said it expects to incur substantially all UScellular restructuring costs by the end of fiscal 2027, which from an August 2025 close is the same shape. The planning conclusion is uncomfortable but clear: having survived the first year of an integration at this company is weak evidence, because the largest year historically came later. [5],[1]

Retail and care pay has components that salaried advice ignores

A large share of T-Mobile's workforce is in retail and customer care, where a material part of earnings is commission, spiffs or incentive pay rather than base salary. Three things follow that generic severance guidance will not tell you. Severance calculated on base pay alone can understate your actual earnings substantially, so it is worth asking what pay basis was used and whether variable pay was included. Earned but unpaid commission is a wage question governed by your work state's law rather than by the separation agreement, and in several states it must be paid regardless of what a release says. And employee device plans are a real household cost: lines on an employee rate plan can revert to retail pricing when employment ends, which is a monthly bill arriving in the same month as everything else. [3]

Health insurance, benefits and final pay

•Confirm your coverage end date separately from your last day worked, and ask whether T-Mobile contributes anything towards COBRA.
•Check whether any equity tranche vests within weeks of your proposed termination date. If one does, asking for the date to move is usually the highest-value request available to you.
•Ask what happens to lines on an employee device plan and when they revert to retail pricing. This is a recurring household cost that lands in the same month as the loss of income.
•If you earn commission or incentive pay, establish what is owed for closed and in-flight periods and whether your state treats it as wages that must be paid.
•Ask what pay basis was used to calculate your severance — base salary alone, or base plus variable pay. For retail and care roles the difference is large.
•Accrued paid time off is governed by your work state's wage law and company policy, not by the severance agreement.

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

Final Paycheck Calculator COBRA vs Marketplace Unemployment hub Severance & tax

Final pay and benefits checklist for a T-Mobile separation

The commissions and device-plan rows are the ones that are specific to this employer and that generic severance advice misses entirely.

Item	What to confirm	The date that matters
Last day worked versus payroll end	Whether severance is a lump sum or salary continuation, which moves both dates	The last day you are on payroll
Medical, dental and vision end	The exact coverage end date and whether T-Mobile contributes to COBRA	Coverage termination date
COBRA versus Marketplace	The full unsubsidised premium against Marketplace options for your household	Your election deadline
Earned commissions and retail incentives	What is owed for closed periods and in-flight periods, and whether your state treats it as wages	Final paycheck date
Accrued paid time off	Whether it is paid out, at what rate, and in which paycheck	Final paycheck date
Employee device plans and discounts	Whether lines on an employee plan convert to retail pricing, and when	Your benefits end date
Equity vesting dates near your termination	Whether any tranche vests within weeks of the proposed date	Each tranche's vest date
Employee stock purchase plan	What happens to contributions in the current offering period	The period's purchase date
401(k) and any outstanding loan	Loan offset treatment and your rollover options	Loan offset deadline
Unemployment claim	How your state counts severance or salary continuation against benefits	The week you first claim

Source: Shaped by T-Mobile's own workforce mix: a large retail and care population with commission and incentive pay, broad equity participation, and employee device plans that are a real household cost once employment ends. Final pay, commission and paid-time-off rules are set by your work state, not by T-Mobile, and differ substantially between states. [3] As of October 13, 2026.

H-1B and employment-visa considerations

Historical sponsorship: Not confirmed — T-Mobile USA, Inc.

We parsed the full USCIS H-1B Employer Data Hub bulk file for fiscal year 2023 — 33,332 rows — and found no rows for T-Mobile US, T-Mobile USA, MetroPCS or Sprint. That is why this page records sponsorship as not confirmed rather than as no. The distinction matters: the file covers a single fiscal year, groups by the employer-name string exactly as filed, and USCIS publishes only first decisions, so an absence is weaker evidence than a presence. If you are on an H-1B at T-Mobile, do not read this as meaning transfer or sponsorship questions are closed; read it as meaning we have no federal data to tell you how common sponsorship is here, and go to qualified immigration counsel with your own petition in hand. The 60-day discretionary period in the regulation applies regardless of your employer's filing volume. [15],[16]

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

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

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

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

T-Mobile H-1B petition counts, USCIS fiscal year 2023

An empty table, and the emptiness is the finding. We parsed the full official bulk file and found no rows for any T-Mobile entity.

Employer searched	Rows in the FY2023 bulk file	Initial approvals	Continuing approvals
T-Mobile US, Inc.	None	—	—
T-Mobile USA, Inc.	None	—	—
MetroPCS	None	—	—
Sprint	None	—	—

Source: No row matched any of these employer names. That is not proof that T-Mobile has never sponsored an H-1B worker: the file covers one fiscal year, groups by the employer-name string as filed, and USCIS publishes only first decisions. It does mean we have no federal evidence of T-Mobile H-1B sponsorship in the newest downloadable year, which is why this page records sponsorship as not confirmed rather than as no. [15] As of September 30, 2023.

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

Alumni and former-employee networks

Three networks are worth more than a general T-Mobile search here. The Sprint alumni population is large, has been through exactly this integration arc before, and is concentrated in Overland Park, Kansas and the surrounding market — search LinkedIn with the People filter for “Sprint” plus your function. The UScellular population is newer, concentrated in Chicago and across a rural footprint, and is the group that shares your position if you arrived in 2025. And for retail and care staff specifically, the useful network is local rather than corporate: the other carriers, dealers and authorised retailers in your own market hire experienced wireless staff continuously, and a store manager two miles away is a faster route than a national application.

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

Communities beyond T-Mobile

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 T-Mobile

Questions to ask T-Mobile HR

1. Which restructuring programme is my separation recorded under — the 2025-2026 Workforce Transformation, the UScellular integration, or the network initiative?
Why it matters: T-Mobile tracks these separately in its filings, so the answer exists. It tells you what is actually driving the decision and which questions are worth asking next.
2. Is my severance being calculated under a named plan? If so, may I have the plan document or summary plan description?
Why it matters: T-Mobile publishes no formula and no union contract sets one, so the governing document is the only route to a basis for the number.
3. What pay basis was used — base salary only, or base plus commission and incentive pay?
Why it matters: For retail, care and commission-earning roles the difference can be a large fraction of actual earnings.
4. Does any equity tranche vest within weeks of my proposed termination date, and can the date move?
Why it matters: Often the single most valuable thing you can ask for, and it costs the company little to agree.
5. If I came in from UScellular, Lumos, Metronet or U.S. Internet: does any transaction-related severance or benefits protection apply to me, and when does it expire?
Why it matters: Acquisition commitments frequently run for a fixed period from closing, and they can be better than standing practice.
6. What is my recognised service date, and is it the same for severance, 401(k) vesting and paid-time-off accrual?
Why it matters: For acquired employees these can be three different dates.
7. What are my last day worked, payroll end date and benefits end date — as three separate dates?
Why it matters: They are usually different, and the coverage date is the expensive one to get wrong.
8. Will T-Mobile contribute to COBRA, and for how many months?
Why it matters: Not published, sometimes available, and never offered to someone who does not ask.
9. What is owed on my earned commissions, spiffs and in-flight incentive periods, and when will it be paid?
Why it matters: In several states earned commission is wages that must be paid on a statutory deadline regardless of the release.
10. What happens to lines on my employee device plan, and when do they move to retail pricing?
Why it matters: A real recurring cost that arrives in the same month as the loss of income.
11. How many days do I have to consider this, and is there a seven-day revocation period?
Why it matters: If you are 40 or over and this is a group programme the statutory minimum is 45 days plus 7, not 21 plus 7.
12. Is there a redeployment or internal transfer process, and are there open roles in my function?
Why it matters: T-Mobile was hiring in some areas while cutting in others throughout 2025 and 2026, so this is a more realistic question here than at a company in uniform retreat.

Get the important answers in writing where you can.

Employee action plan

First 24 hours

→Do firstAsk which restructuring programme your separation falls under, and get it in writing.
→Do firstMap your unvested equity against your termination date, then ask which of the three restructuring programmes your separation is booked under — T-Mobile tracks them separately, so somebody knows.
→Do firstDownload pay statements, commission statements, equity agreements, benefits summaries and your service record while you still have access.
→Do firstNote the consideration deadline on the paperwork. Do not sign on the day you receive it.
→Write down your last day worked, payroll end date and benefits end date, and ask HR in writing to confirm all three.

First 7 days

→Do firstAsk for the severance plan document, the pay basis used, and whether T-Mobile will contribute to COBRA.
→Do firstIf you earn commission, reconcile what is owed for closed and in-flight periods and check your state's rule on earned commissions as wages.
→Do firstIf you arrived through an acquisition, confirm your recognised service date in writing and ask whether transaction-related severance protection applies to you.
→Price COBRA against Marketplace coverage, and separately work out what your device lines will cost at retail pricing.
→Check your own state's WARN requirements, not only the federal Act — and note that notice periods in T-Mobile's own filings have run from 26 to 110 days.
→Ask whether a redeployment process exists and what is open in your function.

First 30 days

→File for unemployment in the state where you worked, and ask how severance or salary continuation affects timing there.
→Decide what to do with your 401(k) and with any outstanding loan, which can become taxable on a deadline you did not set.
→If you are retail or care, work your local market first — other carriers, dealers and authorised retailers hire experienced wireless staff continuously and move faster than corporate processes.
→Reconnect with the Sprint alumni network if that is part of your history; they have been through this exact integration arc and know which functions recovered.
→If you are on an H-1B, speak to immigration counsel with your own petition in hand rather than relying on general sponsorship data, which for this employer is absent.

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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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T-Mobile layoffs — frequently asked questions

Is T-Mobile laying off employees in 2026?+

Yes, and unusually for a large employer, T-Mobile documents it. Its Q2 2026 Form 10-Q reports $531 million of severance incurred to date under what it calls the 2025-2026 Workforce Transformation, a programme it began in the fourth quarter of 2025 to centralise leaders and teams, reduce organisational layers and eliminate duplicative roles. Parent Deutsche Telekom reported that United States full-time equivalents fell 6.7% over the first half of 2026, from 70,036 to 65,365 — a net decline of 4,671 on its own consolidation basis, which is a headcount movement rather than a count of people laid off. Seven of the eight T-Mobile WARN filings in our dataset fall in 2026, covering 1,370 workers across Washington, Texas, Tennessee, Illinois and New Jersey. T-Mobile has also said it is evaluating additional restructuring initiatives. [1],[7],[14]

How many jobs has T-Mobile cut in 2026?+

No published figure answers that, and the one in circulation does not mean what it is usually taken to mean. Deutsche Telekom's interim report states that United States full-time equivalents fell 6.7% between 31 December 2025 and 30 June 2026, from 70,036 to 65,365 — a net decline of 4,671, “primarily due to the impact of the 2025-2026 Workforce Transformation”. Three things follow. It is a net movement, so resignations, retirements, expiring contracts and any hiring in the same six months are already inside it, and the number of people actually laid off is smaller and undisclosed. Deutsche Telekom says “primarily”, so not all of it is the programme. And it is measured in full-time equivalents on Deutsche Telekom's basis, not against T-Mobile's own 10-K count of approximately 75,000 full-time and part-time employees — the 6.7% is computed on the 70,036 base, and restating it against 75,000 would be wrong. The confirmed layoff figures for T-Mobile are the WARN filings: 1,370 workers across seven 2026 notices. [7],[3]

What severance does T-Mobile pay?+

T-Mobile has not published a formula, no severance plan appears in its public filings, and we located no collective agreement covering its general US workforce that would set one. So unlike at AT&T — where CWA-represented employees can read their severance schedule in the contract — there is no public benchmark here and the figure in your letter is the only figure. What T-Mobile does disclose is programme-level spending: $531 million of workforce-transformation severance incurred to date and $89 million of UScellular integration severance as at the first quarter of 2026. Do not divide one by a headcount estimate to get a per-person number; the two figures come from different reporting entities and periods and include employer-side costs. Ask instead whether a named plan governs your calculation and request the document. [1],[2]

Why does T-Mobile's employee count keep going up while it is cutting jobs?+

Because the acquisitions have been larger than the reductions. T-Mobile's reported headcount went from about 67,000 at the end of 2023 to 70,000 in 2024 and 75,000 in 2025, and over that same period it completed the UScellular acquisition and bought three fiber providers while beginning a workforce transformation in the fourth quarter of 2025. Both things are genuinely happening. The implication for an individual is that “the company is growing” is not reassurance: a company can add thousands of acquired employees and eliminate your management layer in the same quarter, and the growth tells you nothing about the layer. The question that bears on your own position is which function you are in and whether a duplicate of it exists. [3],[4],[2]

I came from UScellular. Am I more or less exposed than other T-Mobile employees?+

You are in a different programme with different logic, which T-Mobile accounts for separately. The workforce transformation is about layers and duplication across the existing company; the UScellular restructuring is explicitly about eliminating redundancies between two merged businesses. So the operative question for you is whether a T-Mobile equivalent of your role already existed when the deal closed on 1 August 2025. Two further points. T-Mobile expects to incur substantially all UScellular restructuring costs by the end of fiscal 2027, so this runs for years rather than months — and its Sprint history suggests the heaviest year can be the third, not the first. And ask whether any transaction-related severance or benefits protection applies to you and when it expires, because acquisition commitments often run for a fixed period from closing and can be better than standing practice. [2],[1],[5]

How many T-Mobile WARN notices have been filed?+

In our dataset there are eight T-Mobile filings covering 1,501 workers, and seven of them fall in 2026. The largest is 637 workers across “various locations in Washington”, filed 2 February 2026. By state: Washington 927 workers on three filings, Tennessee 200, Texas 187 on two, Illinois 109 and New Jersey 78. Note that the August Washington notice is one filing the state revised from 77 to 159 workers, not two filings — a tracker that read the list once in September and never re-read it will still be showing 77. If you search for these yourself, note that a loose name match also returns VT Mobile Aerospace Engineering in Alabama, which is an unrelated company and is excluded from these totals. [14],[8]

Does T-Mobile give 60 days' notice before a layoff?+

Not consistently, on the evidence of its own filings. The gap between notice date and effective date across the nine T-Mobile notices in our dataset runs from 26 days to 110 days. The 637-worker Washington notice in February 2026 carried a full 60 days; the two Washington notices filed on 26 August 2026 carried 26. A shorter period is not automatically unlawful: federal WARN has exceptions, and its thresholds turn on the size of the event at each single site of employment, so a reduction spread across eight cities may not reach the trigger at any one of them. But it does mean you should not plan on 60 days, and if you believe your own site did reach the threshold, that is a question worth putting to an employment lawyer rather than resolving by assumption. [14],[8]

Does T-Mobile sponsor H-1B workers?+

We cannot confirm that it does, and we are not going to assert that it does not. We parsed the complete USCIS H-1B Employer Data Hub bulk file for fiscal year 2023 — the newest year USCIS publishes as a download, 33,332 rows — and found no rows for T-Mobile US, T-Mobile USA, MetroPCS or Sprint. An absence in a single-year file that groups by employer-name string and records only first decisions is weak evidence, which is why this page records sponsorship as not confirmed. If you are on an H-1B at T-Mobile, the practical consequence is that there is no federal dataset to tell you how common sponsorship is at your employer, so take your own petition to qualified immigration counsel. The 60-day discretionary period under the regulation applies regardless of your employer's filing volume, and a payroll or severance date does not by itself establish when the cessation of employment occurred. [15],[16]

How long will T-Mobile's restructuring go on?+

On the company's own statements: the UScellular restructuring costs are expected to be substantially incurred by the end of fiscal 2027, the Network Restructuring Initiative is expected to complete before the end of 2027 with most costs by the end of 2026, and no end date is stated for the 2025-2026 Workforce Transformation — for which T-Mobile says it is evaluating additional initiatives. The Sprint precedent is the useful comparison: that merger closed in April 2020 and restructuring charges peaked in 2022, more than two years later, before falling below $100 million in 2024. We do not forecast beyond what the company says, but the shape of its own history is a four-year arc rather than a one-year one. [1],[5]

I work in a T-Mobile store. Is anything different for me?+

Three things, and generic severance advice covers none of them. First, if your severance is calculated on base pay alone it may substantially understate what you actually earned, so ask what pay basis was used and whether commission and incentive pay were included. Second, earned but unpaid commission is a wage question governed by your work state's law rather than by your separation agreement — in several states it must be paid on a statutory deadline regardless of what a release says, and you should not assume a broadly worded release disposes of it. Third, lines on an employee device plan can revert to retail pricing when employment ends, which is a recurring household bill landing in the same month as the loss of income. On the job-search side, your local market is also your best market: other carriers, dealers and authorised retailers hire experienced wireless staff continuously and move much faster than corporate hiring processes. [3]

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] T-Mobile US, Inc. Form 10-Q for the quarterly period ended June 30, 2026 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · July 23, 2026 · Accessed October 13, 2026 · primary
Supports: “2025-2026 Workforce Transformation” began in the fourth quarter of 2025, a restructuring initiative to streamline operations by centralizing leaders and teams, reducing organizational layers and eliminating duplicative roles, workforce transformation severance: nil in Q2 2026, $141 million in H1 2026, $531 million incurred to date, UScellular acquisition restructuring severance: $59M liability at 2025-12-31, $57M incurred in H1 2026, $39M paid, $77M liability at 2026-06-30, UScellular restructuring costs expected to be substantially complete by the end of fiscal 2027, Network Restructuring Initiative began in the fourth quarter of 2025
[2] T-Mobile US, Inc. Form 10-Q for the quarterly period ended March 31, 2026 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · April 28, 2026 · Accessed October 13, 2026 · primary
Supports: UScellular acquisition completed August 1, 2025, UScellular restructuring: $41M contract termination, $26M severance, $18M network decommissioning in Q1 2026; $89M severance incurred to date, restructuring activities expected to occur over the next two years
[3] T-Mobile US, Inc. Form 10-K for the fiscal year ended December 31, 2025 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · February 11, 2026 · Accessed October 13, 2026 · primary
Supports: “As of December 31, 2025, we employed approximately 75,000 full-time and part-time employees”
[4] T-Mobile US, Inc. Form 10-K filings for fiscal years 2016 through 2024 SEC filing
U.S. Securities and Exchange Commission (EDGAR) · Accessed October 13, 2026 · primary
Supports: approximately 50,000 full-time and part-time employees at 2016-12-31, 51,000 at 2017-12-31, 52,000 at 2018-12-31, 53,000 at 2019-12-31, 75,000 at 2020-12-31, 75,000 at 2021-12-31, 71,000 at 2022-12-31, 67,000 at 2023-12-31, 70,000 at 2024-12-31
[5] T-Mobile US, Inc. restructuring charges, us-gaap:RestructuringCharges, from SEC XBRL company facts SEC filing
U.S. Securities and Exchange Commission (XBRL financial statement data) · Accessed October 13, 2026 · primary
Supports: annual restructuring charges as tagged in T-Mobile's own 10-K filings: $1,060M (2020), $215M (2021), $1,196M (2022), $337M (2023), $95M (2024)
[6] Deutsche Telekom Interim Report H1 2026 — non-financial metrics of the group Investor relations
Deutsche Telekom AG · August 7, 2026 · Accessed October 13, 2026 · primary
Supports: “The total number of full-time equivalent employees in our United States operating segment as of June 30, 2026, decreased by 6.7 % compared to December 31, 2025”, 65,365 full-time equivalents at 2026-06-30 against 70,036 at 2025-12-31 — a net change of 4,671, the decline is “primarily due to the impact of the 2025-2026 Workforce Transformation”, so the programme is the main but not necessarily the only driver, the figure is a net headcount movement, not a count of individual separations
[7] T-Mobile US cut more than 4,500 jobs in 2026 as Deutsche Telekom drives modernization Reputable reporting
SDxCentral · August 10, 2026 · Accessed October 13, 2026 · secondary
Supports: Deutsche Telekom’s first-half 2026 US headcount movement, which this report characterises as a reduction of 4,671 positions — the primary source states it as a net decline in full-time equivalents, and this page follows the primary source, T-Mobile US headcount of 70,036 at the end of 2025, falling 6.7% to 65,365 by mid-2026, the figure was disclosed by Deutsche Telekom in a report filed with the SEC
[8] Washington State Employment Security Department — WARN notices Government / WARN
State of Washington · Accessed October 13, 2026 · primary
Supports: T-Mobile, various locations in Washington, 637 workers, filed 2026-02-02, effective 2026-04-02, T-Mobile USA, Inc., eight named Washington cities, filed 2026-08-26, effective 2026-09-21 — listed at 77 workers in the 31 August and 11 September 2026 state listings and revised to 159 workers by the 13 October 2026 listing, T-Mobile, King County, 131 workers, filed 2025-08-15, effective 2025-10-13
[9] T-Mobile to lay off more Washington workers, close six locations Reputable reporting
MyNorthwest · August 26, 2026 · Accessed October 13, 2026 · secondary
Supports: the 26 August 2026 Washington notice as first listed: 63 newly affected employees plus 14 previously reported to the Employment Security Department whose separation dates had been deferred, separations expected to begin 21 September and conclude by 18 November 2026, eight Washington cities named, with six locations closing
[10] Texas Workforce Commission — WARN Act listings Government / WARN
State of Texas · Accessed October 13, 2026 · primary
Supports: T-Mobile USA, Inc. (Texas Irving Office), Irving, 113 workers, filed 2026-08-07, effective 2026-10-06, T-Mobile USA, Inc., Austin, 74 workers, filed 2026-04-14, effective 2026-06-08
[11] Tennessee Department of Labor and Workforce Development — WARN notice for T-Mobile USA, Inc. Government / WARN
State of Tennessee · Accessed October 13, 2026 · primary
Supports: T-Mobile USA, Inc., Hamilton County, 200 workers, filed 2026-04-16, effective 2026-06-08
[12] Illinois workNet — Illinois Electronic Business Services WARN listings Government / WARN
State of Illinois · Accessed October 13, 2026 · primary
Supports: T-Mobile USA, Inc., Schaumburg, 109 workers, filed 2026-01-30, effective 2026-04-02
[13] New Jersey Department of Labor and Workforce Development — WARN notices Government / WARN
State of New Jersey · Accessed October 13, 2026 · primary
Supports: T-Mobile USA, 78 workers, statewide in New Jersey with a Bellevue WA decision location, filed 2026-01-01, effective 2026-04-21
[14] LayoffNext national WARN dataset, generated 2026-10-13 (8,577 filings, 44 states, notices filed 2023-04-25 to 2026-10-09) Supplemental
LayoffNext · October 13, 2026 · Accessed October 13, 2026 · secondary
Supports: eight T-Mobile filings and 1,501 workers inside the dataset window, seven of the eight fall in 2026, the 26 August 2026 Washington notice appears twice in the export, at 77 and at 159 workers, because the state revised one filing; it is counted once here, at 159, seven states not covered: AR, MT, NH, ND, OK, WV, WY
[15] H-1B Employer Data Hub, fiscal year 2023 bulk file (h1b_datahubexport-2023.csv) Federal immigration data
U.S. Citizenship and Immigration Services · December 31, 2023 · Accessed October 13, 2026 · primary
Supports: no rows for T-Mobile, T-Mobile USA, MetroPCS or Sprint in the FY2023 bulk file, FY2024 to FY2026 bulk files are not downloadable
[16] 8 C.F.R. § 214.1(l)(2) — periods of stay; cessation of employment Federal immigration data
Office of the Federal Register (eCFR) · Accessed October 13, 2026 · primary
Supports: up to 60 consecutive days following cessation of the qualifying employment, once per authorized validity period, discretionary

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Methodology & standards

How we research · Editorial standards

Important disclaimer

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

Deepak MiddhaFounder of LayoffNext

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

Updated October 13, 2026

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T-Mobile Layoffs: Severance, WARN Notices, Timeline and Employee Guide

Quick answer

Current status as of October 13, 2026

T-Mobile snapshot

T-Mobile layoff timeline

159 workers across eight Washington cities — a notice the state revised upward from 77

Deutsche Telekom reports a net decline of 4,671 US full-time equivalents in the first half of 2026

Spring 2026: 387 workers across Hamilton County Tennessee, Austin and Irving Texas

Q4 2025: three restructuring programmes start at once

637 workers across “various locations in Washington” — the largest single T-Mobile filing in our dataset

UScellular acquisition completes, starting a separate integration restructuring with its own severance line

The Sprint merger cycle: 53,000 to 75,000 employees, then four years of giving it back

T-Mobile workforce history, and what moved it

The three T-Mobile restructuring programmes, side by side

What changed between rounds

T-Mobile's 75,000 and Deutsche Telekom's 70,036 are not the same number

Three programmes, three severance lines, and only one of them is about you

The largest severance tranche came before the news did

Headcount rose in 2024 and 2025 while cuts were under way

WARN notice research

T-Mobile WARN filings by state, in our dataset

Historically reported T-Mobile severance packages

Employees separated under the 2025-2026 Workforce Transformation · 2026

Employees separated under the UScellular acquisition integration · 2026

T-Mobile severance spending as disclosed, by programme and period

Equity, bonus and service-date questions at a T-Mobile separation

Key dates on a T-Mobile separation

T-Mobile severance estimator

What signing asks you to give up

T-Mobile-specific compensation issues

The two headcount figures, and why mixing them produces nonsense

No contractual schedule, which makes the offer the whole conversation

Ask which programme your separation is booked under

T-Mobile integrations take about four years, on its own numbers

Retail and care pay has components that salaried advice ignores

Health insurance, benefits and final pay

Final pay and benefits checklist for a T-Mobile separation

H-1B and employment-visa considerations

T-Mobile H-1B petition counts, USCIS fiscal year 2023

Alumni and former-employee networks

Questions to ask T-Mobile HR

Employee action plan

Related LayoffNext tools

Related company guides

T-Mobile layoffs — frequently asked questions

Sources and methodology

Important disclaimer

Layoff recovery tips for employees