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

What the filing says

These are the details as Salesforce, 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.

Salesforce 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 Oct 5, 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. 3 of the 4 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 Salesforce. 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 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.

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

What the numbers show

• The 473 affected positions are in San Francisco.
• They cover 2 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 4 separate last days of work, running from November 3, 2025 to October 5, 2026.
• The shortest gap between notice and last day here is 60 days, close to the statewide median of 61 days across every notice on file.
• Within San Francisco County, this accounts for 11% of all workers covered by WARN notices on file, across 39 employers.
• By headcount it is the 21st-largest of the 599 employer layoffs tracked here.
• The EDD records the employer's sector as Information.
• The 473 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, then one notice in August 2026 covering 74 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

39 employers have WARN notices on file in San Francisco County, covering 4,123 workers. These filed within about a quarter of this one.

• Amazon6,975 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.

California wage claims filed against Salesforce

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. 3 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 · 2019

  $1,500,000

  The document is a proposed settlement between two employees and Salesforce.com, Inc. The affected employees worked in non-exempt positions in California. The settlement resolves claims that Salesforce failed to properly calculate overtime rates, provide accurate wage statements, and timely pay all wages due upon separation. The settlement releases the employer without any admission of liability.

  Covered All persons who work or worked for Salesforce in a non-exempt position in California and who received Kokua bonus payments for a period in which they worked overtime from August 24, 2014 through the date on which the Superior Court grants preliminary approval of the Settlement; all persons who work or worked for Salesforce in a non-exempt position in California and who received wellness payments for a period in which they worked overtime from August 24, 2014 through the date on which the Superior Court grants preliminary approval of the Settlement; all persons who work or worked for Salesforce in a non-exempt position in California and who received wage statements that reflected overtime payments on commission at any time from August 24, 2017 through the date on which the Superior Court grants preliminary approval of the Settlement and/or all former non-exempt employees of Salesforce in California who received their final paychecks at any time from August 24, 2017 through the date on which the Superior Court grants preliminary approval of the Settlement. The settlement resolved class claims as well as PAGA penalties.

  To the state (LWDA)

  $75,000

  Superior Court of the State of California for the County of San Joaquin · STL-CV-UOE-0004629 · Salesforce denied liability; a settlement is not an admission.

• Proposed settlement · 2019

  $1,500,000

  Non-exempt employees in California who received Kokua bonus payments or wellness payments and worked overtime, or who received wage statements showing overtime on commissions or final paychecks, alleged that Salesforce failed to properly calculate overtime pay, provide accurate wage statements, and timely pay all wages due upon separation. This settlement agreement proposes to resolve those claims without any admission of liability. The proposed settlement includes a total payment of $1,500,000 to cover class member shares, attorney fees, costs, an LWDA payment, and administration expenses.

  Covered Class I or the "Kokua Bonus" Class: All persons who work or worked in a non-exempt position for Salesforce in California and who received Kokua bonus payments for a period in which they worked overtime from August 24, 2014 through [the date on which the Court grants preliminary approval]; Class II or the "Wellness Program" Class: All persons who work or worked in a non-exempt position for Salesforce in California and who received wellness payments for a period in which they worked overtime from August 24, 2014 through [the date on which the Court grants preliminary approval]; Class III or the "Wage Statement" Class: All persons who work or worked in a non-exempt position for Salesforce in California and who received wage statements that reflected overtime payments on commissions at any time from August 24, 2017 through the date on which the Court grants preliminary approval and/or all non-exempt former employees of Salesforce in California who received their final paychecks at any time from August 24, 2017 through the date on which the Court grants preliminary approval. The settlement resolved class claims as well as PAGA penalties.

  To the state (LWDA)

  $75,000

  Superior Court of the State of California, County of San Joaquin · STK-CV-UOE-2019-4629 · Salesforce denied liability; a settlement is not an admission.

• Court-approved settlement · 2023

  Settlement approved; the filing does not state a total.

  A group of current and former non-exempt Account Executive employees in California will receive payments from a settlement resolving claims under the Private Attorneys General Act (PAGA). The settlement resolves allegations that the employer failed to pay for all time worked, failed to pay overtime, failed to provide meal and rest periods or pay premiums, failed to reimburse business expenses, failed to provide accurate wage statements, failed to timely pay wages, and failed to keep required records. The court approved the settlement as fair and reasonable.

  Covered All current and former employees who worked for Salesforce in California as a non-exempt Account Executive at any time from August 9, 2020 through March 18, 2022.. The settlement resolved PAGA civil penalties only.

  Superior Court of the State of California, County of San Bernardino · CIVSB15821 · Salesforce 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 Information layoffs in California

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

• Tencent America LLC68 workers
• Nutanix, Inc.65 workers

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