Federal Express Corporation California Layoffs 2026: What Employees Should Know

What the filing says

These are the details as Federal Express Corporationreported them to the state. The EDD publishes every notice, and these figures come from the state's report as retrieved on Aug 13, 2026.

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.

Federal Express 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 29, 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. Every notice on this page falls after that date. 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 Federal Express. 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.

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

What the numbers show

• The filings name 3 locations: San Diego, Victorville and Palm Springs.
• They cover 3 separate addresses rather than a single site, so co-workers at different locations may have received different dates.
• Every notice is filed as a closure rather than a partial reduction, meaning the sites themselves are shutting down.
• The jobs do not all end on the same day. The filings list 3 separate last days of work, running from August 31, 2026 to September 29, 2026.
• The shortest gap between notice and last day here is 62 days, close to the statewide median of 61 days across every notice on file.
• By headcount it sits in the top 20% of the 599 employer layoffs tracked here.
• The EDD records the employer's sector as Transportation and Warehousing.
• The 173 workers leaving Federal Express Corporation re-enter a job market where Riverside County unemployment stood at 5.4% in June 2026, above the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
• The filings came in waves: one notice in June 2026 covering 57 jobs, then 2 notices in July 2026 covering 116 jobs.

These are counts and comparisons drawn from the published filings, not findings about Federal Express.

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.

• High Desert America`s Job Center of California (opens in a new tab)

  17310 Bear Valley Road, Victorville, CA 92395 · 760-552-6550 or 6552

  Affiliate center (partial services) · about 0.2 miles from the Victorville site

• Metro Career Center (opens in a new tab)

  4389 Imperial Avenue, San Diego, CA 92113 · 619-319-9675

  Affiliate center (partial services) · about 9.3 miles from the San Diego site

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 Riverside County around the same time

41 employers have WARN notices on file in Riverside County, covering 4,625 workers. These filed within about a quarter of this one.

• Intuit Inc.910 workers
• TeamOne725 workers
• ServiceNow, Inc.404 workers
• Geodis319 workers
• Hy-Tek Intralogistics200 workers
• Sharp Metropolitan Medical Campus168 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 Federal Express

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. 6 PAGA cases naming this employer are 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.

• Court-approved settlement · 2020

  $5,000,000

  Workers who were employed by Federal Express Corporation as non-exempt hourly employees in California were affected by wage and hour claims. The court approved a settlement that resolves class action claims about alleged unpaid wages and related violations. The settlement provides for payments to class members and is not an admission of wrongdoing.

  Covered all Defendant's current and former non-exempt delivery drivers who worked in California at any time [between September 12, 2013, and the Preliminary Approval Date]. The settlement resolved class claims as well as PAGA penalties.

  Employees covered

  11,113

  Attorneys' fees

  $1,360,857

  To the state (LWDA)

  $37,500

  United States District Court for the Central District of California · CIVDS1724219 · Federal Express denied liability; a settlement is not an admission.

• Proposed settlement · 2023

  $317,500

  Current and former hourly vehicle technicians in California alleged FedEx failed to pay overtime, provide meal and rest periods, timely pay wages upon separation, give accurate wage statements, reimburse expenses, and pay correct premium pay. The parties have agreed to settle the PAGA-only action for a total of $317,500.00. FedEx denies all wrongdoing and liability. The settlement provides payments to aggrieved employees and the LWDA.

  Covered all of FedEx's current and former hourly non-exempt employees holding the position titles of 'technician,' and/or 'service technician,' and/or 'senior global technician,' and/or 'global technician,' and/or 'technician trainee' and/or similar position titles performing similar work duties in California at any time between October 22, 2017, and the Effective Date. The settlement resolved PAGA civil penalties only.

  Employees covered

  293

  Attorneys' fees

  $105,833

  To the state (LWDA)

  $130,625

  Superior Court of California, County of Orange · 30-2019-01042373-CU-OE-CXC · Federal Express 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 Transportation and Warehousing layoffs in California

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

• GXO Logistics Worldwide, LLC130 workers
• DHL Supply Chain107 workers
• OnPoint Logistics LLC96 workers
• Xpress Delivery LLC80 workers
• Uber Technologies, Inc.73 workers

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