Adventist Health California Layoffs 2026: What Employees Should Know

What the filing says

These are the details as Adventist Healthreported them to the state. The EDD publishes every notice, and these figures come from the state's report as retrieved on Aug 13, 2026. All 31 are listed below; the table scrolls.

How much notice the law requires

California's WARN Act requires 60 days of advance written notice before a covered mass layoff, and its only statutory exception is a physical calamity or an act of war — far narrower than federal law's three. Who is covered and how the thresholds are counted is in our California WARN Act guide.

Adventist Health severance: what to check before you sign

A severance offer is not the notice pay the WARN Act describes. Severance you were already promised — in a contract, a handbook, or a union agreement — cannot be used to satisfy that obligation, though Labor Code section 1402 does let an employer reduce a back-pay award by voluntary payments it was never required to make. A release may also give up more than you expect. Justin reviews severance agreements before workers sign. What to check before you decide is in our full guide to the California WARN Act.

Two things worth doing this week either way. File for unemployment now — WARN money does not reduce it, and the filings here run through Sep 1, 2026, so you do not have to wait for your last day. And keep every document, including the notice itself and anything showing when it arrived.

What your notice was required to include

Timing is only half of what Labor Code section 1401 asks for. The notice itself has to contain specific things, and California added most of this list for notices issued on or after January 1, 2026. 22 of the 31 notices here fall after that date; the earlier ones were not subject to the new content rules. If you kept your copy, read it against the full six-item checklist in our WARN Act guide — everything federal law requires, whether transition help is being coordinated, working contact details for your workforce board and for the employer itself, and CalFresh information.

Source: Labor Code section 1401, as amended by SB 617, effective January 1, 2026. A notice missing something from that list is not automatically a violation with a remedy attached — whether a gap matters depends on the employer, the action, and what else happened.

Questions people are asking

Where a layoff can raise a legal question

A layoff is lawful on its own, and nothing below is a statement about Adventist Health. These are the places California law can still come into play, depending on the facts of your own situation.

• The severance you were asked to signA release can give up claims you did not know you had, and the terms are sometimes negotiable.
• How you were selectedA reduction in force still cannot be used to cut someone for a protected reason such as age, disability, pregnancy, or a complaint they made.
• Your final paycheckCalifornia sets when final wages are due at termination, and unpaid time or accrued vacation can carry penalties on top of the wages.
• The length of the notice periodWhere a notice period turns out to fall short of what the law required, the question usually belongs to everyone in the same position rather than to one person.

General information about California law, not legal advice, and reading it does not create an attorney-client relationship.

What has been reported

Press coverage of this layoff, summarized and attributed. This is reporting rather than the filing itself, and we did not independently verify it.

Adventist Health's 2026 reduction moved quality, risk management, infection prevention, accreditation, regulatory and licensing work out of individual hospitals and into a centralized system-level structure. The San Luis Obispo Tribune reported 115 positions cut across 13 counties in the system's western division; the Fresno Bee reported the statewide figure as more than 100 employees across the same restructuring.

In Kern County, 22 employees across four locations received notices effective July 2: fifteen at Adventist Health Bakersfield on Chester Avenue, three in Delano, three in Tehachapi and one at Adventist Health Specialty Bakersfield on Sillect Avenue, according to 23ABC News. A company spokesman told the station that all 22 were offered new jobs, 20 of the 22 applied for new roles within the company, and most accepted.

Affected employees received 60 days' written notice, and more than 80 employees systemwide had accepted positions in the new structure as of June 25, according to the San Luis Obispo Tribune. The Fresno Bee reported that affected workers were not represented by a union or collective bargaining representative.

Adventist Health told the San Luis Obispo Tribune there would be "no disruption in care or services" and that the change would "actually increase locally based support roles from 10 to 12" in that county. The system said the structure connects local teams with system-level expertise.

Sources: 23ABC News (opens in a new tab) · San Luis Obispo Tribune (via AOL) (opens in a new tab) · Fresno Bee (via AOL) (opens in a new tab)

Recent coverage

Coverage of Adventist Health matched by our news monitor. These are the publishers' own reports, not the filing, and we have not independently verified them.

• Kern County healthcare workers face layoffs at Dignity Health, Adventist Health (opens in a new tab) — KGET.com, Jul 10, 2026
• Adventist Health layoffs hit 9 employees in Sonora (opens in a new tab) — The Union Democrat, Jul 7, 2026
• Adventist Health to lay off 132 employees, including 13 at Roseville headquarters (opens in a new tab) — The Business Journals, Jul 1, 2026

What the numbers show

• The filings name 20 California locations, including Simi Valley, Glendale, Montebello, Lodi, Roseville and Los Angeles.
• They cover 26 separate addresses rather than a single site, so co-workers at different locations may have received different dates.
• The jobs do not all end on the same day. The filings list 9 separate last days of work, running from August 1, 2025 to September 1, 2026.
• At least one notice here is dated 20 days after the last day of work it reports. Notices are sometimes filed or amended after the fact, so this describes the paperwork rather than when anyone was told.
• Within Placer County, this accounts for 40% of all workers covered by WARN notices on file, across 7 employers.
• By headcount it is the 17th-largest of the 599 employer layoffs tracked here.
• The EDD records the employer's sector as Health Care and Social Assistance.
• The 614 workers leaving Adventist Health re-enter a job market where Placer County unemployment stood at 4.2% in June 2026, below the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
• The filings came in waves: one notice in July 2025 covering 28 jobs, then 8 notices in August 2025 covering 454 jobs, then 21 notices in June 2026 covering 125 jobs, then one notice in August 2026 covering 7 jobs.

These are counts and comparisons drawn from the published filings, not findings about Adventist Health.

Free job-search help near the affected sites

America's Job Center of California is the state's no-cost network for laid-off workers: help filing and keeping unemployment benefits, federally funded retraining, and résumé and interview coaching. Your WARN notice may name one; these are the closest to the sites in these filings.

Locations and hours change — confirm before visiting, or find another center with the EDD's center locator (opens in a new tab). Directory: U.S. Department of Labor, Jul 31, 2026; distances are straight-line from the address in the filing.

Other layoffs filed in Placer County around the same time

7 employers have WARN notices on file in Placer County, covering 744 workers. These filed within about a quarter of this one.

• Amazon6,975 workers
• Republic National Distributing Company1,756 workers
• Oracle America, Inc.1,250 workers
• University of Southern California957 workers
• Dreyer's Grand Ice Cream914 workers
• Jet Propulsion Laboratory543 workers

Listed because they appear in the same county in the same public data. No connection between these employers is implied.

California wage claims filed against Adventist Health

California employers face claims under the Private Attorneys General Act (PAGA), which lets an employee sue for civil penalties over Labor Code violations on behalf of the state. The state publishes every filing. One PAGA case naming this employer is on that record, including the settlements below.

These are outcomes in other people’s cases, obtained by other lawyers, taken from the state’s public filing record. They are not results of this firm, and past results do not guarantee a similar outcome. What any individual recovers depends on their own hours, pay records, and dates.

• Proposed settlement · 2020

  $2,473,187

  Non-exempt hospital employees who received shift premium wages, overtime, or double-time pay were affected by wage statement formatting issues. A settlement resolves PAGA claims alleging the employers failed to provide compliant itemized wage statements. The settlement covers employees at multiple hospitals and provides for a gross settlement amount and distribution to aggrieved employees and the LWDA. The defendants deny any wrongdoing or liability.

  Covered the following group of individuals: 1.17.1. 'Reedley Community Hospital PAGA Group' refers to all non-exempt employees of Reedley Community Hospital who were paid shift premium wages, overtime compensation, or double time compensation at any time between February 1, 2018 through the date of approval of the Settlement. 1.17.2. 'St. Helena Hospital PAGA Group' refers to all non-exempt employees of St. Helena Hospital who were paid shift premium wages, overtime compensation, or double time compensation at any time between March 14, 2018 through the date of approval of the Settlement. 1.17.4. 'San Joaquin Community Hospital PAGA Group' refers to all non-exempt employees of St. Helena Hospital who were paid shift premium wages, overtime compensation, or double time compensation at any time between July 3, 2018 through the date of approval of the Settlement. 1.17.5. 'Lodi Memorial PAGA Group' refers to all non-exempt employees of Lodi Memorial Hospital Association, Inc. who were paid shift premium wages, overtime compensation, or double time compensation at any time between July 9, 2018 through the date of approval of the Settlement. 1.17.6. 'White Memorial Medical Center PAGA Group' refers to all non-exempt employees of White Memorial Medical Center who were paid shift premium wages, overtime compensation, or double time compensation at any time between August 2, 2018 through the date of approval of the Settlement. 1.17.7. 'Sonora Community Hospital PAGA Group' refers to all non-exempt employees of Sonora Community Hospital who were paid shift premium wages, overtime compensation, or double time compensation at any time between August 26, 2018 through the date of approval of the Settlement. 1.17.8. 'Hanford Community Hospital PAGA Group' refers to all non-exempt employees of Lodi Memorial Hospital Association, Inc. who were paid shift premium wages, overtime compensation, or double time compensation at any time between February 20, 2019 through the date of approval of the Settlement.. The settlement resolved PAGA civil penalties only.

  Employees covered

  12,194

  Attorneys' fees

  $824,395

  To the state (LWDA)

  $1,134,847

  Superior Court of the State of California, County of San Joaquin · Sonora Community Hospital · Adventist Health denied liability; a settlement is not an admission.

A PAGA case is not a class action, and there is nothing to opt out of. A PAGA settlement resolves civil penalties owed to the state — most of which the state keeps — and it does not necessarily resolve your own unpaid wages, missed break premiums, or final-paycheck penalties. If you worked here and were not paid correctly, that is a separate question worth asking about. How California wage claims work.

Other Health Care and Social Assistance layoffs in California

Employers the EDD lists in the same sector with WARN notices on file statewide.

• Sharp Metropolitan Medical Campus168 workers
• AWCS, LLC158 workers
• San Francisco Pretrial Diversion Project, Inc.82 workers
• International Rescue Committee, Inc.56 workers
• 6th Street Center for Youth6 workers

Grouped by the industry the EDD recorded on the filings. No connection between these employers is implied.