California layoffs / ODS Technologies LP and Betfair Interactive US LLC

ODS Technologies LP and Betfair Interactive US LLC California Layoffs 2026: What Employees Should Know

ODS Technologies LP and Betfair Interactive US LLC has 2 layoff notices on file with California's Employment Development Department (EDD) under the state's Worker Adjustment and Retraining Notification (WARN) Act, covering 202 jobs in Los Angeles County. That is what the state has published since July 2025, not an all-time total. If you were one of them, here is what the filing says, how much notice the law asks for, and what to look at before you sign anything.

What the filing says

These are the details as ODS Technologies LP and Betfair Interactive US LLC reported them to the state. The EDD publishes every notice, and this page reflects the data as of Jul 31, 2026.

Location	County	Notice given	Jobs end	Workers	Type
Los Angeles	Los Angeles County	Apr 6, 2026	Jun 30, 2026	174	Layoff Permanent
Los Angeles	Los Angeles County	Jun 8, 2026	Aug 4, 2026	28	Layoff Permanent

How much notice the law requires

California's WARN Act requires 60 days of advance written notice before a covered mass layoff. What makes the California version unusual is how few ways out it gives an employer. The only statutory exception is a physical calamity or an act of war. Federal law has three exceptions, including one for unforeseeable business circumstances, and the California Legislature deliberately declined to copy them.

What this filing shows

The shortest gap in these filings is 57 calendar days between the notice date and the date the jobs end. That is less than the 60 days the statute describes.

This is a fact drawn from the public filing, not a conclusion that anyone broke the law. The date an employer records is not always the date workers were told, employers of different sizes are covered differently, and exceptions can apply. Whether it means anything in your case is exactly what a free consultation sorts out.

ODS Technologies LP and Betfair Interactive US severance: what to check before you sign

A severance offer is not the same thing as the notice pay the WARN Act describes, and an employer cannot use one to satisfy the other. A release may also give up more than you expect, and an arbitration agreement you signed at hire can affect where a dispute is heard. Read our full guide to the California WARN Act before you decide, and consider having the paperwork looked at.

Two things worth doing this week either way. File for unemployment now, because WARN money does not reduce it. And keep every document, including the notice itself and anything showing when it arrived.

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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, it is worth reading down this list against it.

Everything federal law requires. A California notice has to carry all the elements the federal WARN Act calls for, including whether the action is permanent, the expected date, and whether bumping rights exist.
Whether transition help is being coordinated. The notice must say whether the employer is arranging services through your local workforce development board, through some other organization, or not at all.
A working email and phone number for that board, plus a short standard paragraph pointing you to an America's Job Center of California for help with a resume, interview practice, job searching, and training programs.
Services arranged within 30 days. If the employer said it would coordinate services, the statute gives it 30 days from the date of the notice to actually set them up.
CalFresh information. A description of the CalFresh food assistance program, the benefits helpline, and a link to the CalFresh website.
A working email and phone number for the employer. Not a no-reply address — a route back to a person.

Source: Labor Code section 1401, as amended by SB 617 (Stats. 2025, ch. 229), effective January 1, 2026. A notice missing something on this list is not automatically a violation with a remedy attached, and this page does not say that it is. Whether a gap matters depends on the employer, the action, and what else happened.

Questions people are asking

What is the ODS Technologies LP and Betfair Interactive US severance package?

The WARN notice ODS Technologies LP and Betfair Interactive US filed with the state does not list severance terms, and we do not publish any employer's package. A WARN notice reports how many jobs end, where, and when. Severance is a separate contract offered at the employer's discretion. California law does not require it, and an employer cannot use contractual severance to satisfy what the WARN Act requires, so being offered a package does not by itself answer whether notice pay is also owed. If you have an offer in hand, the terms in front of you are the ones that matter, and they are worth reading closely before the deadline on them runs.

Am I owed severance from ODS Technologies LP and Betfair Interactive US LLC?

California law does not require severance on its own, and a severance offer is a separate thing from WARN pay. An employer cannot use contractual severance to satisfy its WARN obligation, so being offered a package does not answer whether notice pay is also owed.

Does taking the severance reduce what I could recover?

It depends on why the money is being paid. Severance the employer was already obligated to provide — under a contract, a policy, a benefit plan, or a union agreement — cannot be set against what the WARN Act requires. A payment that is genuinely voluntary and unconditional, one the employer had no legal obligation to make, can reduce that liability. Wages for work you actually performed during the notice period are not voluntary severance at all. Which category an offer falls into is a question about the document in front of you, not about the layoff, and it is one of the better reasons to have the paperwork read before the deadline on it runs.

Why do co-workers have different last days?

The filings here list 2 separate last days of work. Employers commonly stagger a reduction so some functions run longer than others. Your own notice period is measured against your date, not the earliest one in the filing, so two people at the same employer can be in genuinely different positions.

What if I did not get 60 days of notice?

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. That is far narrower than federal law, which has three exceptions. The shortest gap in these filings is 57 days, which is 3 short of 60. That is arithmetic on two published dates and not a finding that anyone broke the law: the recorded date is not always the date workers were told, and coverage depends on the employer's size and how many people were let go.

Can I still collect unemployment?

Yes. Under Labor Code section 1407, WARN-related payments are not treated as wages for unemployment purposes, so they cannot be used to deny or reduce your benefits in California. You do not have to wait for your last day — the filings here run through Aug 4, 2026 — and filing early is generally better than filing late.

Does taking a new job hurt my claim?

No. Wages you earn at a new job during the notice period do not reduce what a former employer may owe under WARN. You do not need to delay a job search to protect a claim.

How long do I have to act?

Generally three years. The federal WARN Act sets no limitations period of its own, so courts borrow the closest state deadline, which in California is the three-year period for a liability created by statute. The clock starts when you suffer an employment loss, not when the notice went out. Measured from the last day of work in these filings, Aug 4, 2026, three years runs to about Aug 4, 2029. If this was a layoff rather than an outright termination, the loss may not count until the layoff has lasted more than six months, which can start the clock later still. Treat all of it as an outer edge rather than a plan. Other claims arising from the same layoff run much shorter, and a severance offer usually carries its own deadline measured in days.

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.

The filings cover staff of FanDuel TV, the horse racing network that launched in 1999 as TVG and was renamed in 2022 after Flutter's Betfair unit acquired FanDuel. NEXT.io reported that FanDuel confirmed the network's shutdown on an all-staff video call in late March 2026, describing a wind-down spread over about 20 months and more than 100 jobs eliminated by November 2026.

NEXT.io reported that around 60% of FanDuel TV's workforce would be cut at the end of June 2026, after the network honored its Keeneland and Triple Crown coverage commitments, with the remaining staff continuing until the end of November.

Awful Announcing, citing the Paulick Report, reported that studio programming would begin winding down in July, that studio shows would be gone entirely by December, and that live track production would continue through the end of 2027.

Details worth knowing

Andrew Moore, FanDuel's general manager of racing, told the Paulick Report that the company's non-racing programming, including Up & Adams and Run It Back, would not be affected by the wind-down because it is part of FanDuel's broader sportsbook strategy.
NEXT.io reported that the FanDuel Racing and TVG advance deposit wagering platforms would continue to operate, and that television broadcasts would run through 2027.

Sources: NEXT.io (opens in a new tab)Awful Announcing (opens in a new tab)

What the numbers show

The 202 affected positions are in Los Angeles.
The jobs do not all end on the same day. The filings list 2 separate last days of work, running from June 30, 2026 to August 4, 2026.
By headcount it sits in the top 15% of the 593 employer layoffs tracked here.
The 202 workers leaving ODS Technologies LP and Betfair Interactive US LLC re-enter a job market where Los Angeles County unemployment stood at 5.3% in June 2026, above the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
The filings came in waves: one notice in April 2026 covering 174 jobs, then one notice in June 2026 covering 28 jobs.

These are counts and comparisons drawn from the published filings, not findings about ODS Technologies LP and Betfair Interactive US.

Free job-search help near Los Angeles

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; this is the closest to the site in these filings.

West LA WorkSource Center/ AJCC (opens in a new tab)
5446 Sepulveda Boulevard, Culver City, CA 90230 · 310-309-6000
Comprehensive center (full services on site) · about 1 mile from the Los Angeles 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 Los Angeles County around the same time

158 employers have WARN notices on file in Los Angeles County, covering 17,303 workers. These filed within about a quarter of this one.

Intuit Inc.910 workers
Snap Inc.320 workers
Phillips 66298 workers
Lodging Dynamics Hospitality Group, LLC278 workers
Saks & Company LLC231 workers
IPIC Theaters, LLC194 workers

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

Key points

Each point is explained and sourced above · Verified July 31, 2026

Workers affected · Los Angeles County · published since July 2025
202
CA EDD WARN report
Notices filed · California · published July 2025 to July 2026
2
CA EDD WARN report
Jobs end · As filed
Aug 4, 2026
CA EDD WARN report
Days between notice and last day · Arithmetic on two published dates
57 calendar days
CA EDD WARN report
Los Angeles County unemployment rate · vs 5.2% statewide, not seasonally adjusted
5.3% (June 2026)
BLS Local Area Unemployment Statistics
Notice California law describes · California
60 days before a covered mass layoff
Lab. Code § 1401
Available exceptions · California
Physical calamity or act of war only
Lab. Code § 1401

Cite this page

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APA

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Inline HTML attribution

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About this data

Where it comes from. Every figure on this page is reproduced from the WARN report the California Employment Development Department publishes at edd.ca.gov (opens in a new tab), retrieved Jul 31, 2026. Employers file these notices with the state, and the state publishes them as a public record.

We make no representation that it is accurate or complete. We reproduce the state's file as published and do not independently verify it. Notices are amended and withdrawn, employers correct their own filings, layoffs are called off, and the published report can lag or contain errors. Nothing here is a substitute for the EDD's own record, and if the two disagree, the EDD's is the one that counts.

How employers are grouped. The EDD's report lists one row per notice and often names the same employer several ways — with a store or site number, a warehouse code, a per-location name, or a spelling variation. This tracker groups those filings under one employer so a company's notices appear on a single page; every underlying filing still appears as its own row in that page's table. The grouping is ours, not the EDD's, and it never combines differently named companies, even ones related through ownership.

Nothing here says an employer did anything wrong. Filing a WARN notice is what the law asks an employer to do, so appearing in this data reflects compliance with the notice requirement rather than a violation of it. Where we show the number of days between a notice and the last day of work, that is arithmetic on two published dates and not a legal conclusion. The date recorded in a filing is not necessarily the date employees were told, employers of different sizes carry different obligations, and statutory exceptions can apply. Whether any particular layoff complied with the law is a fact-specific question that this page does not answer.

This page is general information about California law, not legal advice, and reading it does not create an attorney-client relationship. It is not affiliated with, endorsed by, or sponsored by ODS Technologies LP and Betfair Interactive US LLC, and any company names are used only to identify publicly filed notices.

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