Layoffs at Google: Your Rights During Tech Restructuring

The New Reality at Google

For years, Google was seen as a haven for job security, generous benefits, and career growth. That reputation has shifted since 2023, as Google has announced several rounds of layoffs impacting engineers, product managers, HR professionals, and many others. These changes are part of Google’s efforts to cut costs and refocus on artificial intelligence and other strategic priorities.

If you’re a Google employee facing a layoff—or worried you might be next—it’s natural to feel anxious and uncertain. Understanding your rights can help you regain a sense of control and make informed decisions about your next steps. This guide explains what Google is required to provide, what you can negotiate, and how to protect yourself from discrimination or unfair treatment during restructuring.

Your Rights During Layoffs

The WARN Act

The Worker Adjustment and Retraining Notification (WARN) Act is a federal law designed to give employees time to prepare for the financial impact of mass layoffs. For a company as large as Google, these rules are especially relevant.

Federal WARN requirements:

• 60 days advance notice for layoffs of 100+ employees at a single site

• Or layoffs affecting at least 33% of the workforce at a location

• Notice must be given to employees, state, and local government

California WARN (stricter):

• 60 days notice for layoffs of 50+ employees

• Applies to terminations, relocations, and certain reductions in hours

• Additional notice requirements for California-based staff

If Google does not provide proper notice, affected employees may be entitled to up to 60 days of back pay and benefits. Penalties can also apply to Google. While there are exceptions—such as unforeseeable business circumstances or natural disasters—these are rarely applicable to a company with Google’s resources.

If you were let go without warning, it’s worth checking whether the WARN Act applies to your situation. State laws outside California may differ, so always check your local rules.

Severance

There’s no federal law requiring Google to offer severance pay, but the company has a history of providing severance packages to laid-off employees. These packages can vary depending on your role, tenure, and the circumstances of your layoff.

What Google has offered:

• Typically, 16 weeks of base pay (sometimes more for long-serving staff)

• Continuation of health benefits for a set period

• Accelerated vesting of some equity (stock options, RSUs)

• Outplacement services to help with your job search

Your offer letter or employment agreement may spell out specific severance terms. Even if not, company policy or past practice can create an expectation. It’s common for engineers, designers, and other staff to receive similar packages, but details can differ.

Negotiating severance:
Don’t assume the first offer is final. If you have leverage—such as knowledge of company processes, strong relationships, or potential legal claims—you may be able to negotiate for more. This could include additional pay, extended benefits, or accelerated equity vesting. Take your time to review the agreement and consider consulting an employment attorney before signing.

What You’re Signing Away

Severance agreements at Google usually come with strings attached. In exchange for severance, you’ll likely be asked to:

• Release all claims against Google (including discrimination or wrongful termination claims)

• Agree to confidentiality about the terms and circumstances

• Promise not to disparage Google publicly or privately

• Sometimes, accept non-compete or non-solicit clauses (though these are less common in California)

You typically have at least 21 days to review the agreement (45 days if you’re over 40 and part of a group layoff), and you can revoke your acceptance within 7 days of signing. Use this time to carefully consider what you’re giving up and whether you have any potential claims.

Discrimination in Layoffs

Layoffs must be conducted fairly. Google cannot legally select employees for layoff based on protected characteristics such as race, ethnicity, gender, age (40+), disability, religion, national origin, pregnancy, or family status.

Age Discrimination

Older workers in tech are sometimes disproportionately affected by layoffs. The Age Discrimination in Employment Act (ADEA) protects Google employees aged 40 and over. If you notice that older engineers or managers are being let go at higher rates, or if you hear comments about needing “fresh perspectives,” these could be red flags.

The Older Workers Benefit Protection Act (OWBPA) adds extra protections for those over 40, including:

• 21 days to consider a severance agreement (45 days for group layoffs)

• The right to consult an attorney

• A 7-day period to revoke your signature

• Disclosure of the ages of those selected and not selected for layoff

Disability and Parental Leave Discrimination

If you have a disability, Google cannot select you for layoff because of your condition or because you requested accommodations. Similarly, being on medical or parental leave cannot be used as a reason for selection. Google has faced lawsuits alleging that employees on parental leave were targeted in layoffs, which would violate both federal and California law.

If you were laid off while on leave or shortly after returning, keep detailed records of the timing and any related communications.

Evaluating Whether Your Layoff Was Discriminatory

It’s not always obvious if a layoff was discriminatory. Here are some questions to consider:

• Why was I selected? What criteria did Google use, and were they applied consistently?

• Who else was laid off? Are there patterns by age, race, gender, or role?

• Did I recently complain about discrimination, request accommodations, or take protected leave?

• Does Google’s explanation for your selection make sense, and is it consistent with your performance history?

• Are others with similar or weaker performance being retained?

Patterns matter. If you see a trend—such as older engineers or women in product management being let go at higher rates—it’s worth investigating further.

What to Do If You Suspect Discrimination

Before Signing Anything

• Request time to review your severance agreement (you’re entitled to it)

• Ask Google HR for the selection criteria in writing

• Request demographic data on who was selected and who was not (required for ADEA releases)

• Consult an employment attorney if you have concerns

Document Everything

Keep a record of:

• Your performance history and reviews at Google

• Emails or messages about the layoff

• Information about who was selected and retained

• Any statements or actions suggesting bias

• A timeline of events, especially if you were on leave or requested accommodations

Consider Your Options

You may be able to negotiate for:

• Better severance terms

• Extended health benefits

• A positive reference from your Google manager

• Accelerated vesting of equity

If you believe discrimination occurred, you can file a complaint with the EEOC, your state civil rights agency, or the Department of Labor for WARN violations. Many attorneys offer free consultations and can help you evaluate your claims or negotiate on your behalf.

The Return-to-Office Connection

Google’s return-to-office mandates have sometimes overlapped with layoffs, raising concerns for employees who need accommodations. There have been reports of remote workers, or those who requested remote work due to disability or caregiving responsibilities, being selected for layoff.

If you were laid off after requesting remote work or another accommodation, document the timeline and communications. Google is required to consider reasonable accommodations for disability, and retaliation for requesting them is illegal.

Unemployment Benefits

If you’re laid off from Google, you’re likely eligible for unemployment benefits. In California, you can file with the Employment Development Department (EDD). Benefits are based on your prior earnings and typically last up to 26 weeks.

Severance may delay your eligibility, but rules vary by state. File as soon as you’re separated from Google—benefits aren’t retroactive, and processing can take time. If you’re unsure, file anyway and let the agency determine your eligibility.

Protecting Your Equity

Equity compensation is a major part of many Google employees’ pay. Layoffs can affect your stock options and RSUs:

• Vested equity is yours, but you may have a limited window to exercise options—check your documents for deadlines and tax implications.

• Unvested equity is usually forfeited, but some severance packages include accelerated vesting. This is something you can try to negotiate.

• Ask HR or your manager for a clear breakdown of your vesting schedule, what accelerates under your severance, and any deadlines for action.

If you have significant equity, consider consulting a financial advisor to avoid costly mistakes.

References and Future Employment

Most companies, including Google, only confirm your dates of employment and job title when asked for a reference. Severance agreements may include specific reference terms, so review these carefully.

You can negotiate for:

• Neutral reference language

• A specific reference from your manager

• An agreement that Google won’t contest your unemployment claim

When explaining your layoff in future interviews, focus on your accomplishments and the broader context—mass layoffs at Google are widely understood in the tech industry.

Using Caira to Navigate Your Layoff

Caira can help you:

• Understand your Google severance agreement

• Evaluate potential discrimination claims

• Calculate what you’re owed

• Prepare for negotiations

• Understand unemployment benefits

Documents to upload:

• Severance agreement

• Performance reviews

• Layoff notification

• Employment agreement

• Equity documents

Questions to ask Caira:

• “What am I giving up by signing this release?”

• “Does this severance agreement comply with ADEA requirements?”

• “How do I file for unemployment in California?”

• “What are signs my layoff at Google was discriminatory?”

Empower Yourself

You have rights, and the law is on your side. Many Google employees succeed simply by being persistent, documenting everything, and following the proper steps. If you face obstacles, don’t give up—there are clear processes to protect you.

The key is to act while you still can. Deadlines matter in employment law, and waiting too long can cost you your claims. Document everything, understand your options, and take informed action.

Caira can help. She’s delightful to chat to.

She helps you feel more confident and less anxious about employment law issues—whether you’re facing layoffs, severance, discrimination, or just want to understand your rights. Backed by 50,000 legal documents for all 50 states, Caira can:

• Answer your questions instantly 24/7

• Review and explain emails, policies, or termination letters

• Draft statements or responses for HR or agencies

• Give feedback on your filled-in forms or the other party’s arguments

• Analyze your uploaded documents, screenshots, or pay stubs

• Help you track deadlines and next steps for your state

Try Caira for free—no credit card required.

This information is for educational purposes and is not legal, financial, or tax advice. Employment law is complex and fact-specific. Outcomes vary depending on the evidence submitted and its strength.