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California layoffs / Workday Inc.

Workday Inc. California Layoffs 2026: What Employees Should Know

Workday Inc. 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 296 jobs in Alameda 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.

Updated

What the filing says

These are the details as Workday Inc. reported them to the state. The EDD publishes every notice, and these figures come from the state's report as retrieved on Oct 29, 2026.

LocationCountyNotice givenJobs endWorkersType
PleasantonAlameda CountyFeb 4, 2026Apr 6, 2026154Layoff Permanent
PleasantonAlameda CountySep 29, 2026Nov 30, 2026142Layoff Permanent

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.

What this filing shows

The shortest gap in these filings is 61 calendar days between the notice date and the date the jobs end. That is at or above the 60 days the statute describes.

In dates: counting 60 days back from the Apr 6, 2026 last day of work lands on Feb 5, 2026, and that notice is dated Feb 4, 2026.

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.

Workday 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 Nov 30, 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.

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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, 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

Is Workday laying off employees in California?

Yes, according to California's WARN log. Workday Inc. has 2 WARN notices on file with the Employment Development Department, the most recent dated Sep 29, 2026, covering 296 jobs in Pleasanton, with last days of work running through Nov 30, 2026. The employer classified it as a layoff, not a closure. A WARN notice is a filing about a planned reduction — it reports how many positions end, where, and when — and this page reflects the EDD file as retrieved on Oct 29, 2026; the filing table below lists every notice.

Why is Workday laying off employees?

The WARN notice does not say. The form records what is ending, where, and when; it has no field for a reason, and this page does not supply one. The coverage collected on this page does: The Pleasanton filing is part of a company-wide reduction of roughly 400 employees — about 2% of Workday's global workforce — announced February 4, 2026, with most cuts targeting what the company called non-revenue-generating roles on its Global Customer Operations team, The Register reported.

What is the Workday severance package?

The WARN notice Workday 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 Workday 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 Workday's 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 61 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 Nov 30, 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 Workday may owe under WARN. That holds even if you start before Nov 30, 2026, the last day of work in these filings. 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, Nov 30, 2026, three years runs to about Nov 30, 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.

Where a layoff can raise a legal question

A layoff is lawful on its own, and nothing below is a statement about Workday. 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.

The Pleasanton filing is part of a company-wide reduction of roughly 400 employees — about 2% of Workday's global workforce — announced February 4, 2026, with most cuts targeting what the company called non-revenue-generating roles on its Global Customer Operations team, The Register reported.

HR Executive reported the restructuring is expected to be largely complete by late April 2026 and is Workday's second major reduction in about 13 months, following an 8.5% workforce cut the prior year; the company said it plans to continue hiring in key strategic areas and locations in its fiscal 2027.

Details worth knowing

  • Workday estimated about $135 million in restructuring charges, including roughly $40 million in future cash outlays for severance payments, employee benefits and related costs, according to The Register.

Sources: The Register (opens in a new tab)HR Executive (opens in a new tab)

Recent coverage

Coverage of Workday matched by our news monitor. These are the publishers' own reports, not the filing, and we have not independently verified them.

What the numbers show

  • The 296 affected positions are in Pleasanton.
  • 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 2 separate last days of work, running from April 6, 2026 to November 30, 2026.
  • The shortest gap between notice and last day here is 61 days, close to the statewide median of 61 days across every notice on file.
  • Within Alameda County, this accounts for 5% of all workers covered by WARN notices on file, across 65 employers.
  • By headcount it sits in the top 10% of the 671 employer layoffs tracked here.
  • The EDD records the employer's sector as Information.
  • The 296 workers leaving Workday Inc. re-enter a job market where Alameda County unemployment stood at 4.6% in July 2026, below the 5.3% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
  • The filings came in waves: one notice in February 2026 covering 154 jobs, then one notice in September 2026 covering 142 jobs.

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

Other layoffs filed in Alameda County around the same time

65 employers have WARN notices on file in Alameda County, covering 5,593 workers. These filed within about a quarter of this one.

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

Other Information layoffs in California

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

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

Key points

Each point is explained and sourced above · Verified October 29, 2026

Key points from Workday Inc. California layoffs 2026, verified as of October 29, 2026

  • Workers affected · Alameda County · published since July 2025

    296

    CA EDD WARN report

  • Notices filed · California · published July 2025 to October 2026

    2

    CA EDD WARN report

  • Jobs end · As filed

    Nov 30, 2026

    CA EDD WARN report

  • Days between notice and last day · Arithmetic on two published dates

    61 calendar days

    CA EDD WARN report

  • Approximate outer claim deadline · 3 years from the last day of work — an outer edge, other claims run shorter

    About Nov 30, 2029

    Code Civ. Proc. § 338(a)

  • Alameda County unemployment rate · vs 5.3% statewide, not seasonally adjusted

    4.6% (July 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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