Zoom Layoffs and Severance: The Employee Guide

Historical layoffs onlyHigh confidenceLatest verified event: February 7, 2023· Reviewed August 26, 2026

Zoom's February 2023 reduction is the company's defining workforce event and remains well documented, because Zoom filed the announcement with the SEC rather than leaving it as an internal memo. Headcount has since stabilised at around 7,400 full-time employees.

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

Quick answer

Latest verified development: Zoom's one large workforce reduction was announced on 7 February 2023, when CEO Eric Yuan told employees the company would reduce its team by approximately 15% — around 1,300 people. Unusually, Zoom filed that memo as an exhibit to a Form 8-K, which means the severance terms it contains are part of the SEC record rather than something reconstructed from reporting.
What kind of event: A single company-announced reduction, disclosed simultaneously as an employee memo, an SEC filing and a restructuring charge — with the headcount, the percentage and the severance terms all stated by the company.
What number is confirmed: Approximately 15% of the workforce, around 1,300 people, stated by Eric Yuan in a memo Zoom filed with the SEC. Zoom estimated charges of $50 million to $68 million for the plan. As of 31 January 2026 Zoom had 7,438 full-time employees.
Who appears most affected: Yuan wrote that "each organization across Zoom will be impacted by these changes" and did not name specific functions. He cited functions that had become "overly complex or duplicative" as a selection factor.
What to verify first: Your exact separation date, your benefits-termination date, whether your RSU and option vesting continuation was applied, your FY23 bonus calculation, and — if you are outside the US — how local law changed your terms.

Current status as of August 26, 2026

Classification: Historical layoffs only

Confirmed

✓7 February 2023: "We have made the tough but necessary decision to reduce our team by approximately 15% and say goodbye to around 1,300 hardworking, talented colleagues."
✓US severance offered: "Up to 16 weeks' salary and healthcare coverage."
✓"Payment of your earned FY'23 annual bonus based on company performance."
✓"RSU and stock option vesting for 6 months for US employees and through August 9, 2023 for non-US employees."
✓"Outplacement services that include 1:1 coaching, workshops, networking groups, and more."
✓Support outside the US stated to be "similar and will take into account local laws."
✓Eric Yuan reduced his salary for the coming fiscal year by 98% and forewent his FY23 corporate bonus; the executive leadership team took 20% base salary reductions and forfeited their FY23 bonuses.
✓Zoom's Form 8-K estimated charges of approximately $50 million to $68 million, substantially in Q1 fiscal 2024, of which approximately $43 million to $59 million were future cash expenditures.
✓As of 31 January 2026 Zoom had 7,438 full-time employees — 3,457 in the United States and 3,981 internationally.

Reported / proposed (not confirmed)

•Zoom's headcount roughly tripled within 24 months during the pandemic, per Yuan's own account, which is the context he gave for the correction.
•No comparably sized reduction has been announced since February 2023.

Zoom snapshot

Legal employer name	Zoom Communications, Inc.
Common name	Zoom
Parent company	None (independent)
Covered subsidiaries	Zoom Phone, Zoom Contact Center, Zoom Workplace
Industry	Communications software and collaboration
Headquarters	San Jose, California, United States
Ticker	ZM (NASDAQ)
Employee base	7,438 full-time employees (3,457 US, 3,981 international) (as of January 31, 2026)
Latest verified event	February 2023: approximately 15% of the workforce, around 1,300 people — February 7, 2023
Historical H-1B sponsor	Yes (federal data)
Source confidence	High confidence
Guide last reviewed	August 26, 2026 by Deepak Middha

Zoom layoff timeline

Zoom did something that makes this page unusually reliable: it filed the CEO's layoff memo as Exhibit 99.1 to a Form 8-K. That means the severance terms below are not employee accounts or press paraphrase — they are quoted from a document Zoom submitted to the SEC on the day of the announcement, alongside a separate 8-K disclosing the expected charge.

February 2023: approximately 15% of the workforce, around 1,300 people

February 7, 2023high

LayoffConfirmedAffected: ~1,300 (~15% of workforce) — stated by Zoom in an SEC-filed memo (~15%)

Affected divisions: Every organisation across the company, per the CEO's memo
Affected roles: Not itemised — selection cited functions that had become overly complex or duplicative
Locations: Global, United States

Company-stated reason: Yuan's memo attributes the reduction to pandemic-era over-hiring and subsequent uncertainty: Zoom grew threefold within 24 months to meet demand, and "we also made mistakes. We didn't take as much time as we should have to thoroughly analyze our teams or assess if we were growing sustainably, toward the highest priorities." He cites the uncertainty of the global economy as the trigger for resetting. [1],[2]

What this means for you: Because the terms were filed with the SEC, you can check your own paperwork against a public document rather than against hearsay. The four US components — up to 16 weeks of salary and healthcare, the earned FY23 bonus, six months of continued RSU and option vesting, and outplacement — are each individually checkable.

What changed between rounds

The severance terms are in the SEC record

Zoom filed Eric Yuan's memo as Exhibit 99.1 to a Form 8-K on 7 February 2023. That is a deliberate act of disclosure, and it puts the severance terms on the same footing as any other statement in a company filing. Most of the packages described elsewhere on this site are reconstructed from reporting or employee accounts; this one is quotable from a primary document.

"Up to 16 weeks" is a ceiling, not a floor

The memo says "up to 16 weeks' salary and healthcare coverage." That phrasing sets a maximum, not a guarantee — the actual amount almost certainly varied with tenure and level, and Zoom did not publish the schedule. This is the opposite of Stripe's construction, which set a 14-week minimum. When you are comparing packages, the difference between "up to" and "at least" is the whole ballgame.

Six months of continued vesting is the term worth noticing

"RSU and stock option vesting for 6 months for US employees and through August 9, 2023 for non-US employees" is materially more generous than the standard, which is that unvested equity is forfeited on the separation date. Continued vesting after departure means tranches that would have been lost still landed. If you departed in that round, check whether the six months was actually applied to your account — this is exactly the kind of term that gets promised centrally and missed individually.

The executive pay cuts were real and disclosed

Yuan cut his own salary for the following fiscal year by 98% and gave up his FY23 bonus; the executive leadership team took 20% base reductions and forfeited their FY23 bonuses. These were stated in the same SEC-filed memo, which makes them verifiable rather than gestural. It does not change any individual package, but it is part of the record.

The charge and the terms were filed separately

Zoom disclosed the expected cost — $50 million to $68 million, substantially in the first quarter of fiscal 2024, with $43 million to $59 million in future cash expenditures — in the 8-K body, while the human terms sat in the exhibit. Both are primary. Reading only one of them gives you half the picture, which is how a company's own numbers end up mis-cited.

WARN notice research

Zoom is headquartered in San Jose, inside California's WARN regime, which is stricter than the federal statute. LayoffNext's own WARN ingest holds no filings for Zoom Communications. One caution about searching for them yourself: a keyword search for "Zoom" in state WARN databases returns ZoomCare, an unrelated urgent-care provider in the Pacific Northwest that has filed its own notices. Those are a different company and have nothing to do with Zoom Communications — we excluded them deliberately.

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

Check the official WARN database for your worksite state:

California WARN Washington WARN Texas WARN Colorado WARN

WARN Tracker What a WARN notice means WARN law by state

Historically reported Zoom severance packages

Every figure in this section is quoted from the memo Zoom filed as Exhibit 99.1 to its Form 8-K on 7 February 2023. That makes it one of the two best-documented packages on this site, alongside Stripe's — with the important difference that Zoom's headline number is a ceiling ("up to 16 weeks") rather than a floor. Zoom did not publish the schedule that determined where within that ceiling any individual landed.

US employees departing in the February 2023 reduction (non-US terms stated to be similar, subject to local law) · 2023

Officially documented

United States, with a stated non-US variation

Zoom stated four components for departing US employees: up to 16 weeks of salary and healthcare coverage; payment of the earned FY23 annual bonus based on company performance; RSU and stock option vesting continuing for six months (and for non-US employees through 9 August 2023); and outplacement services including 1:1 coaching, workshops and networking groups. Support outside the US was stated to be similar and to take local law into account. [1]

Cash severance	Up to 16 weeks' salary — a stated maximum, not a minimum; the schedule behind it was not published
Healthcare	Healthcare coverage for the same period, up to 16 weeks
FY23 annual bonus	Payment of the earned FY23 annual bonus, based on company performance
Equity — US	RSU and stock option vesting continued for six months after departure
Equity — non-US	RSU and stock option vesting continued through 9 August 2023
Outplacement	1:1 coaching, workshops, networking groups and more
Outside the US	Stated to be "similar and will take into account local laws" — not itemised

Caveat: These terms are quoted from a company memo Zoom filed with the SEC describing what it offered one group of people in February 2023. "Up to 16 weeks" sets a ceiling and Zoom never published the schedule determining an individual's actual figure. The terms did not bind Zoom in any later reduction and varied outside the US. Only your own written separation agreement determines what you receive.

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 Zoom'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 where it is 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 programme offered to a group or class of employees (§ 626(f)(1)(F)(ii)) — which is what a layoff round normally is. 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. In a group programme, the employer must also give you, in writing and at the start of that 45-day window, the class or unit 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)). If you were laid off in a group and received no such list, that is a specific, checkable omission.

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 Zoom terms.

Calculate your runway

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

Zoom-specific compensation issues

Confirm the six months of continued vesting actually landed

Post-separation vesting continuation is administratively unusual, which makes it the term most likely to be promised at company level and missed at account level. If you departed in the February 2023 round as a US employee, check your equity account statements for tranches that vested in the six months after your separation date — and for non-US employees, for vesting through 9 August 2023. A discrepancy against an SEC-filed commitment is a strong, specific thing to raise. [1]

The FY23 bonus was performance-based, not a fixed amount

Zoom committed to "payment of your earned FY'23 annual bonus based on company performance" — which means the amount depended on Zoom's results for a fiscal year ending 31 January 2023, determined after most departures. If you left in that round, the bonus was a calculation made later rather than a number quoted to you at separation. Ask for the calculation and the payment date in writing rather than assuming it was folded into your severance. [1]

"Up to 16 weeks" and where you landed inside it

Zoom did not publish how the up-to-16-weeks figure was allocated. In practice such schedules track tenure and sometimes level. If your own figure came in well below sixteen weeks, ask what schedule produced it and how your service date was calculated — particularly if you joined through an acquisition or transferred between Zoom entities, since a mis-recorded service date is a common and correctable cause of a short calculation. [1]

The non-US vesting date was fixed, not relative

US employees received six months of continued vesting measured from their own departure; non-US employees received vesting through a single fixed date, 9 August 2023. That means the value of the same stated benefit varied substantially depending on when in the process a non-US employee actually left — someone departing in February got roughly six months, someone departing in June got two. If you were outside the US, measure what you actually received against that fixed date. [1]

Health insurance, benefits and final pay

•Healthcare coverage was stated as running alongside the salary continuation, up to 16 weeks. Confirm your exact benefits-termination date in writing — it starts your COBRA election window and any Marketplace special enrollment period, and it is not necessarily your separation date.
•Outplacement was committed in specific terms — 1:1 coaching, workshops and networking groups. Confirm the provider and the duration; a named commitment is easier to enforce than a general one.
•If you are outside the United States, Zoom stated only that support would be similar and would take local law into account. Your statutory notice and redundancy entitlements govern, and in most jurisdictions they are more protective than US practice.
•Check your equity account for vesting activity after your separation date — continued vesting is the term most likely to be administratively missed.

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

Final Paycheck Calculator COBRA vs Marketplace Unemployment hub Severance & tax

H-1B and employment-visa considerations

Historical sponsorship: Yes — Zoom Communications, Inc. (formerly Zoom Video Communications, Inc.)

Zoom appears in federal H-1B petition data as an established sponsor, concentrated in its San Jose engineering organisation. If you are on an H-1B, the operative date is your last day of employment — a discretionary grace period of up to 60 consecutive days may be available, or until your I-94 expires if that comes sooner. Note that Zoom's package continued equity vesting for six months after departure; continued vesting is not continued employment and does not extend any immigration status. Get your employment end date in writing and calculate from that date only. [3],[1]

•Your official termination date — not the end of severance pay — generally starts the clock. Confirm last-working-day vs. payroll-end.
•A grace period (commonly described as up to 60 days) may allow transfer, change of status, or departure — confirm your specifics with counsel.
•Ask about internal transfer and subsidiary transfer options, employment-verification letters, and any I-140/green-card process impact.

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

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

Alumni and former-employee networks

Zoom's alumni pool is shaped by an unusual history: the company roughly tripled in size within 24 months during the pandemic and then cut 15% in a single day, so a large cohort joined and left within a narrow window and shares a very specific experience. Search across sales, customer success, engineering and support rather than by company name alone, and note that many Zoom alumni moved into adjacent collaboration and contact-centre companies — which is where the warm introductions tend to be.

Zoom alumni network

Zoom alumni across sales, marketing, support and engineering.

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

Open

Communities beyond Zoom

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 Zoom

Questions to ask Zoom HR

1. How many weeks did I actually receive, and what schedule produced that figure?
Why it matters: Zoom committed to "up to 16 weeks" without publishing the allocation — your figure came from a schedule you have not seen.
2. What is my recorded service date, and how was tenure calculated?
Why it matters: A mis-recorded service date is a common and correctable cause of a short severance calculation.
3. Was the six months of continued RSU and option vesting applied to my account?
Why it matters: Post-separation vesting is administratively unusual and is the term most likely to be missed individually.
4. How and when will my earned FY23 bonus be calculated and paid?
Why it matters: It was performance-based and determined after most departures, so it is a later calculation rather than a number quoted at separation.
5. What is my exact separation date and my exact benefits-termination date?
Why it matters: They differ, and the second starts your COBRA and Marketplace clocks.
6. If I am outside the US, what did local law change about my terms?
Why it matters: Zoom stated only that non-US support would be similar and would take local law into account.
7. If I am 40 or over, where is the OWBPA disclosure and what is the decisional unit?
Why it matters: 29 U.S.C. § 626(f)(1)(H) requires job titles and ages of those selected and not selected.
8. Which outplacement provider, and for how long?
Why it matters: The commitment was specific — coaching, workshops and networking groups — so the delivery should be too.

Get the important answers in writing where you can.

Employee action plan

First 24 hours

→Do firstDownload your offer letter, equity grant and vesting statements, bonus plan and recent payslips before access ends.
→Do firstDo not sign on the spot — a release generally waives claims, and the review period exists to be used.
→Do firstWrite down your separation date, benefits-termination date and acceptance deadline exactly as stated.
→Do firstIf you are on a visa, confirm your last day of employment in writing — continued vesting does not extend status.

First 7 days

→Do firstCheck your severance weeks against the stated ceiling and ask what schedule produced your figure.
→Do firstConfirm in writing that continued RSU and option vesting has been applied to your account.
→Ask for the FY23 bonus calculation method and payment date.
→Check California's EDD WARN database (or your own state's) for a filing covering your worksite — and disregard ZoomCare results, which are a different company.
→Do firstIf you are 40 or over and this was a group programme, request the OWBPA disclosure.
→File for unemployment in the state where you performed the work.

First 30 days

→Do firstChoose between COBRA and a Marketplace plan before the earliest deadline passes.
→Roll over your 401(k) and check whether any outstanding loan has become due.
→Do firstWatch your equity account through the six-month continued-vesting window and query anything that does not land.
→Work the alumni network across collaboration, contact-centre and adjacent software companies.

Related LayoffNext tools

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Zoom layoffs — frequently asked questions

What was Zoom's severance package?+

For departing US employees Zoom stated four components: up to 16 weeks' salary and healthcare coverage; payment of the earned FY23 annual bonus based on company performance; RSU and stock option vesting continuing for six months (through 9 August 2023 for non-US employees); and outplacement services including 1:1 coaching, workshops and networking groups. These are quoted from the memo Zoom filed as Exhibit 99.1 to its Form 8-K on 7 February 2023, so they are part of the SEC record rather than reporting. [1]

How many people did Zoom lay off?+

Around 1,300, or approximately 15% of the workforce, stated by CEO Eric Yuan in the memo Zoom filed with the SEC on 7 February 2023. Zoom separately disclosed estimated charges of $50 million to $68 million for the plan, substantially in the first quarter of fiscal 2024, of which approximately $43 million to $59 million were expected to be future cash expenditures. [1],[2]

Does "up to 16 weeks" mean everyone got 16 weeks?+

No. "Up to" sets a ceiling, not a floor, and Zoom never published the schedule that determined where any individual landed within it. In practice such schedules track tenure and sometimes level. That is the key structural difference from Stripe's 2022 package, which guaranteed a 14-week minimum. If your figure came in well below sixteen weeks, ask what schedule produced it and check how your service date was recorded. [1]

Did Zoom really continue vesting equity after people left?+

Yes, and it is the most generous term in the package. The memo commits to "RSU and stock option vesting for 6 months for US employees and through August 9, 2023 for non-US employees" — meaning tranches that would ordinarily have been forfeited at separation continued to vest. Because post-separation vesting is administratively unusual, it is worth confirming it was actually applied to your account rather than assuming it was. [1]

Did Zoom file WARN notices?+

LayoffNext's own WARN ingest holds no filings for Zoom Communications. One warning if you search state databases yourself: a keyword search for "Zoom" returns ZoomCare, an unrelated urgent-care provider in the Pacific Northwest that has filed its own WARN notices. Those are a different company entirely. Zoom is headquartered in San Jose, so California's EDD database is the right place to check for your own worksite. [3]

How many people does Zoom employ now?+

7,438 full-time employees as of 31 January 2026 — 3,457 in the United States and 3,981 internationally — per Zoom's Form 10-K. That is broadly stable relative to the post-2023 level, and well below the pandemic peak: Yuan's memo describes Zoom having grown threefold within 24 months to meet pandemic demand before the correction. [3],[1]

Did Zoom's executives take pay cuts?+

Yes, and it was disclosed in the same SEC-filed memo. Eric Yuan reduced his salary for the coming fiscal year by 98% and forewent his FY23 corporate bonus. Members of the executive leadership team reduced their base salaries by 20% for the coming fiscal year and forfeited their FY23 corporate bonuses. [1]

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] Zoom Video Communications, Inc. Form 8-K Exhibit 99.1 — "A Message to Our Employees" from Eric Yuan, 7 February 2023 SEC filing
U.S. Securities and Exchange Commission / Zoom Video Communications, Inc. · February 7, 2023 · Accessed August 26, 2026 · primary
Supports: "reduce our team by approximately 15% and say goodbye to around 1,300 hardworking, talented colleagues", "Up to 16 weeks' salary and healthcare coverage", "Payment of your earned FY'23 annual bonus based on company performance", "RSU and stock option vesting for 6 months for US employees and through August 9, 2023 for non-US employees", "Outplacement services that include 1:1 coaching, workshops, networking groups, and more", Support outside the US "will be similar and will take into account local laws", Eric Yuan reducing his salary for the coming fiscal year by 98% and foregoing his FY23 corporate bonus, Executive leadership team reducing base salaries by 20% and forfeiting FY23 corporate bonuses, Stated context: Zoom grew threefold within 24 months during the pandemic; "we also made mistakes", "Each organization across Zoom will be impacted by these changes"; selection cited overly complex or duplicative functions
[2] Zoom Video Communications, Inc. Form 8-K, 7 February 2023 — restructuring plan and estimated charges SEC filing
U.S. Securities and Exchange Commission · February 7, 2023 · Accessed August 26, 2026 · primary
Supports: Restructuring plan including a reduction of approximately 15% of the workforce, Estimated charges of approximately $50 million to $68 million, Charges substantially incurred in the first quarter of fiscal 2024, Approximately $43 million to $59 million expected to be future cash expenditures, Charges primarily relating to employee transition, severance payments, employee benefits and stock-based compensation
[3] Zoom Communications, Inc. Form 10-K for the fiscal year ended January 31, 2026 — 7,438 full-time employees SEC filing
U.S. Securities and Exchange Commission · February 27, 2026 · Accessed August 26, 2026 · primary
Supports: "As of January 31, 2026, we had 7,438 full-time employees", 3,457 employees in the United States and 3,981 in international locations, No US employees represented by a labor union, Corporate entity name and Delaware incorporation

Report a correction

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Methodology & standards

How we research · Editorial standards

Important disclaimer

This guide is an educational summary of publicly available information about Zoom and is not legal, financial, tax, immigration, benefits or employment advice. It is not affiliated with, authorized by, or endorsed by Zoom. 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 August 26, 2026

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