California layoffs / Salesforce, Inc.

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

Salesforce, Inc. has 3 layoff notices on file with California's Employment Development Department (EDD) under the state's Worker Adjustment and Retraining Notification (WARN) Act, covering 399 jobs in San Francisco 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 Salesforce, Inc. 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
San Francisco	San Francisco County	Sep 2, 2025	Nov 3, 2025	262	Layoff Permanent
San Francisco	San Francisco County	Mar 2, 2026	May 1, 2026	51	Layoff Permanent
San Francisco	San Francisco County	Jun 8, 2026	Aug 7, 2026	86	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 60 calendar days between the notice date and the date the jobs end. That is at or above 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.

Salesforce 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. 2 of the 3 notices here fall after that date; the earlier ones were not subject to the new content rules. 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 Salesforce severance package?

The WARN notice Salesforce 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 Salesforce, Inc.?

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 3 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 60 days, at or above the 60 the statute describes. Notice can still fall short in practice if it did not reach you when the filing says, or if it lacked what the statute requires it to contain.

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 7, 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 7, 2026, three years runs to about Aug 7, 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.

Salesforce's September 2025 filing covering 262 workers at its San Francisco headquarters was part of a wider round that also hit Washington state and Ireland. Salesforce Ben reported the WARN filing broke the San Francisco cuts down as "four employees in Sales and Distribution, 97 in General Administration, and 161 in Technology and Product," with 93 employees affected in Seattle and Bellevue and upwards of 30 in Ireland. A Salesforce spokesperson said the company "continuously assesses [its] structure and rebalances as needed to best service [its] customers and fuel growth areas."

The June 2026 filing covering 86 San Francisco positions came in a separate round. Salesforce Ben reported those 86 roles spanned "sales, general administration, and technology and product" and touched teams connected to Agentforce, MuleSoft, and Marketing Cloud, following a larger cut of roughly 1,000 employees in February 2026.

Details worth knowing

Salesforce Ben reported the September 2025 San Francisco positions ran to an effective date of approximately November 3, 2025.
Salesforce estimated approximately $330 million in restructuring costs for fiscal 2026, compared with $36 million reported in the prior quarter, according to Salesforce Ben.

Sources: Salesforce Ben (opens in a new tab)Salesforce Ben (opens in a new tab)

What the numbers show

The 399 affected positions are in San Francisco.
The jobs do not all end on the same day. The filings list 3 separate last days of work, running from November 3, 2025 to August 7, 2026.
Within San Francisco County, this accounts for 10% of all workers covered by WARN notices on file, across 37 employers.
By headcount it sits in the top 10% of the 593 employer layoffs tracked here.
The 399 workers leaving Salesforce, Inc. re-enter a job market where San Francisco County unemployment stood at 3.7% in June 2026, below the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
The filings came in waves: one notice in September 2025 covering 262 jobs, then one notice in March 2026 covering 51 jobs, then one notice in June 2026 covering 86 jobs.

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

Free job-search help near San Francisco

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.

Chinatown Neighborhood Job Center (opens in a new tab)
601 Jackson Street, San Francisco, CA 94133 · 415-677-7500
Affiliate center (partial services) · about 0.6 miles from the San Francisco 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 San Francisco County around the same time

37 employers have WARN notices on file in San Francisco County, covering 3,832 workers. These filed within about a quarter of this one.

Amazon6,938 workers
Meta Platforms, Inc.4,150 workers
Cisco Systems, Inc.692 workers
Kaiser Foundation Hospitals345 workers
Mental Health Association of San Francisco200 workers
JPMorgan Chase152 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 · San Francisco County · published since July 2025
399
CA EDD WARN report
Notices filed · California · published July 2025 to July 2026
3
CA EDD WARN report
Jobs end · As filed
Aug 7, 2026
CA EDD WARN report
Days between notice and last day · Arithmetic on two published dates
60 calendar days
CA EDD WARN report
San Francisco County unemployment rate · vs 5.2% statewide, not seasonally adjusted
3.7% (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

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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 Salesforce, Inc., and any company names are used only to identify publicly filed notices.

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