Jabil, Inc. California Layoffs 2026: What Employees Should Know

What the filing says

These are the details as Jabil, Inc.reported 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.

Jabil 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 Feb 6, 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.

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 Jabil. 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 the numbers show

• The filings name 2 locations: San Jose and Benicia.
• 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.
• At least one notice is marked temporary rather than permanent. A temporary designation is what the employer reported; it is not a promise of recall.
• The jobs do not all end on the same day. The filings list 3 separate last days of work, running from October 1, 2025 to February 6, 2026.
• The shortest gap between notice and last day here is 56 days, close to the statewide median of 61 days across every notice on file.
• By headcount it sits in the top 5% of the 599 employer layoffs tracked here.
• The 435 workers leaving Jabil, Inc. re-enter a job market where Santa Clara County unemployment stood at 4% in June 2026, below the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
• The filings came in waves: one notice in August 2025 covering 21 jobs, then one notice in September 2025 covering 393 jobs, then one notice in December 2025 covering 21 jobs.

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

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.

• Concord America`s Job Center of California / East Bay Works (opens in a new tab)

  4071 Port Chicago Highway, Concord, CA 94520 · 925-671-4500

  Comprehensive center (full services on site) · about 7 miles from the Benicia site

• San Jose Job Center (opens in a new tab)

  1608 Las Plumas Avenue, San Jose, CA 95133 · 408-794-1101

  Comprehensive center (full services on site) · about 9.1 miles from the San Jose 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 Santa Clara County around the same time

73 employers have WARN notices on file in Santa Clara County, covering 11,472 workers. These filed within about a quarter of this one.

• Amazon6,975 workers
• Republic National Distributing Company1,756 workers
• Intel Corporation1,423 workers
• Oracle America, Inc.1,250 workers
• Cisco Systems, Inc.692 workers
• Adventist Health614 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 Jabil

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. 2 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.

• Proposed settlement · 2021

  $4,500,000

  The filing is a proposed settlement resolving wage and hour claims brought by former and current non-exempt employees against their employer. The employees alleged they were not provided required meal and rest breaks, not paid all wages including overtime and minimum wages, not reimbursed for business expenses, and not given accurate wage statements. The settlement covers all non-exempt employees who worked for the company in California during a specific time period. The employer denies all wrongdoing and liability.

  Covered all current and former non-exempt employees who worked for any of the Defendants at any time in the State of California from May 21, 2015 through the earlier of the following dates: (a) January 19, 2021, or (b) the date of the Court's preliminary approval of this Stipulation. The settlement resolved class claims as well as PAGA penalties.

  Attorneys' fees

  $1,500,000

  To the state (LWDA)

  $112,500

  Superior Court of the State of California In and For the County of Alameda · 19CV347835 · Jabil 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.