Meta’s May 2026 layoffs explained, including estimated severance timeline, WARN pay, PTO payout, COBRA coverage, RSU vesting, and a free Google Sheet severance calculator for impacted employees.
Thanks for the post Andre! It’s very helpful. In case it helps anyone — when I was laid off in CA in 2025, I got unemployment from my end date in Feb through my WARN period (Feb - Apr), but then later on EDD asked me to pay them back for that timeframe because I was getting paid even though I wasn’t working. After that unemployment continued without a hitch.
Super helpful data point. In 2003, I was able to claim right away based on how the pay was classified. I am guessing Meta tweaked things around to make it where you would only be eligible after the WARN period.
> Loss of COBRA is not normally a qualifying life event to sign up to a new plan.
This is contrary to my understanding and many online sources. From what I understand, COBRA expiration (not voluntarily dropping it) is a QLE. Can you clarify?
You might be right Dylan. I think there was a prior issue that occured where the loss of COBRA subsidy (not loss of Cobra) wasn't a qualifying life event for many insurance programs. It seems like the 18 months now lines up with most Cobra coverage periods, and for many programs thus would qualify as a QLE.
Hi Andre - do you think it's feasible or worth it to request taking less COBRA in return for more severance (even if it isn't the same rate)? My circumstances are a bit different, so I can get by with a shorter amount of COBRA so curious if this has ever been negotiated before. I'm not even sure how that could be attempted or if there's someone to ask after the layoff notice.
I have only heard off hand comments around negotiated severances particularly when they occur during a mass layoff event. While theoretically possible, I think you would have a hard time.
It depends on how much your new insurance will cost at your new job. If it is $0 for employee, then it doesn't matter much (assuming similar coverage), but if it is >$500 we are talking about an extra $10k saved. Just pay attention to open enrollment timelines with your new insurance and cobra expirations.
Vibed an internal website version of the calculator and expanded on it a week before the layoffs (as therapy), and someone made an external version: https://metalayoffcalc.manus.space External version has a few extra bugs but they're working on making it more accurate
Thanks for making the og version; hope you got some more followers out of the linkback
Part of the Meta May 20 2025 layoffs. Though it was 10% across Meta, it affected roughly 90% of my entire function. We developed and managed the content at Meta-and they seem to think that no one needs to mind that shop anymore.
It's only been a week but I've already gone through the stages of shock (not even so much that I was affected, but that basically my entire function was dismantled), sadness, anger, confusion, relief, worry, and more.
I'm a solo parent . One kid is headed to college in the fall. It's a lot. Still, grateful for the generous package and especially the Cobra, which gives me a great runway. Grateful I don't have to keep worrying every time a new layoff occurs.
I wish I was in NY because that August vest would've made a BIG difference. I joined in October 2022 and a bunch of stock was supposed to vest in the next six months.
I studied journalism and loved loved loved it but couldn't make a living so I went into tech. Maybe this is my chance to pivot.
That is a good question. I saw that July 23rd was the documented termination date (vs my estimate of July 19). I think those 3 days get rolled into the July 31st paycheck that includes PTO payout.
Can you explain to me how you calculated PTO payout? Those numbers seem very high. As I understand it if someone has even the entire PTO balance available to them let’s say 20 days. Then their pay will be 2 weeks worth of salary or 7.6k on a 200K base. How did you get a number like 18K?
In the screenshot example. They have an annual base of $200k and 21 days of PTO. Over there 60 day WARN period they would accrue an additional 3.47 days of PTO.
So you need to take (21 + 3.47) and then multiply that by the daily base pay.
Daily base is Annual Pay / Work Days. Work Days is calculated as 52 x 5 = 260.
So you get an end formula of ($200,000/260) x (21+3.47) = $18,820 (some rounding).
Layoffs suck
Layoffs suck.
Thanks for the post Andre! It’s very helpful. In case it helps anyone — when I was laid off in CA in 2025, I got unemployment from my end date in Feb through my WARN period (Feb - Apr), but then later on EDD asked me to pay them back for that timeframe because I was getting paid even though I wasn’t working. After that unemployment continued without a hitch.
Super helpful data point. In 2003, I was able to claim right away based on how the pay was classified. I am guessing Meta tweaked things around to make it where you would only be eligible after the WARN period.
> Loss of COBRA is not normally a qualifying life event to sign up to a new plan.
This is contrary to my understanding and many online sources. From what I understand, COBRA expiration (not voluntarily dropping it) is a QLE. Can you clarify?
You might be right Dylan. I think there was a prior issue that occured where the loss of COBRA subsidy (not loss of Cobra) wasn't a qualifying life event for many insurance programs. It seems like the 18 months now lines up with most Cobra coverage periods, and for many programs thus would qualify as a QLE.
Seems to me to be a generous severance package.
Great writeup. Thank you, Andre!
Hopefully I can get back to writing about wash sales again soon :).
Hi Andre - do you think it's feasible or worth it to request taking less COBRA in return for more severance (even if it isn't the same rate)? My circumstances are a bit different, so I can get by with a shorter amount of COBRA so curious if this has ever been negotiated before. I'm not even sure how that could be attempted or if there's someone to ask after the layoff notice.
I have only heard off hand comments around negotiated severances particularly when they occur during a mass layoff event. While theoretically possible, I think you would have a hard time.
"Even if you get a new job, it could make sense to stay on the META paid COBRA plan."
Is this recommended? I already have a new job in June, just trying to see how i can maximize if I'm impacted.
It depends on how much your new insurance will cost at your new job. If it is $0 for employee, then it doesn't matter much (assuming similar coverage), but if it is >$500 we are talking about an extra $10k saved. Just pay attention to open enrollment timelines with your new insurance and cobra expirations.
I'm paying 700/month (full family) on Meta and if cobra can cover, I might try that.
I don't know if they'll let me continue cobra if i have a new job though.
Curious how boomerang “years of service” will be treated in the severance package.
My pure guess would be that the boomerang years wouldn't be included, but if anyone knows for sure please comment!
I would assume those “years of service” as a boomerang are not included in severance
Confirmed (via myself) that those boomerang "years of service" are not included in the severance package.
I’m sorry you were able to confirm this!
Vibed an internal website version of the calculator and expanded on it a week before the layoffs (as therapy), and someone made an external version: https://metalayoffcalc.manus.space External version has a few extra bugs but they're working on making it more accurate
Thanks for making the og version; hope you got some more followers out of the linkback
Part of the Meta May 20 2025 layoffs. Though it was 10% across Meta, it affected roughly 90% of my entire function. We developed and managed the content at Meta-and they seem to think that no one needs to mind that shop anymore.
It's only been a week but I've already gone through the stages of shock (not even so much that I was affected, but that basically my entire function was dismantled), sadness, anger, confusion, relief, worry, and more.
I'm a solo parent . One kid is headed to college in the fall. It's a lot. Still, grateful for the generous package and especially the Cobra, which gives me a great runway. Grateful I don't have to keep worrying every time a new layoff occurs.
I wish I was in NY because that August vest would've made a BIG difference. I joined in October 2022 and a bunch of stock was supposed to vest in the next six months.
I studied journalism and loved loved loved it but couldn't make a living so I went into tech. Maybe this is my chance to pivot.
Your post was very helpful. Thank you.
Hi Andre, would the calendar shift by two weeks? Considering the 05/22 paycheck would cover the pay period of 05/04/2026 - 05/17/2026
, then the 06/05 paycheck would cover 05/18-05/19 with 3days of WARN?
That is a good question. I saw that July 23rd was the documented termination date (vs my estimate of July 19). I think those 3 days get rolled into the July 31st paycheck that includes PTO payout.
Can you explain to me how you calculated PTO payout? Those numbers seem very high. As I understand it if someone has even the entire PTO balance available to them let’s say 20 days. Then their pay will be 2 weeks worth of salary or 7.6k on a 200K base. How did you get a number like 18K?
In the screenshot example. They have an annual base of $200k and 21 days of PTO. Over there 60 day WARN period they would accrue an additional 3.47 days of PTO.
So you need to take (21 + 3.47) and then multiply that by the daily base pay.
Daily base is Annual Pay / Work Days. Work Days is calculated as 52 x 5 = 260.
So you get an end formula of ($200,000/260) x (21+3.47) = $18,820 (some rounding).
Please make a post on aca and other financial planning for the rest of the year before getting back to market in 2027.