Severance Packages in 2026 Tech Layoffs a Comparison Guide

If you have just been handed a severance offer, the hardest part is not knowing whether it is fair. This guide lays out publicly disclosed severance terms from three major 2026 tech layoffs so you have a real reference point, not a guess. Terms vary by tenure, level, and location, so use this as a benchmark and confirm your specific situation with HR or an employment attorney.

Meta: base pay plus tenure bonus plus extended healthcare

Meta's May 2026 layoffs affected roughly 10% of its 78,000 employees, and the disclosed U.S. severance package included 16 weeks, or four months, of base pay, plus two additional weeks of pay for every year of continuous employment, according to Business Insider (businessinsider.com). Impacted employees also received 18 months of healthcare coverage for themselves and their families, triple the amount offered in earlier rounds, per the same reporting. For context on scale, someone with five years of tenure would receive 16 weeks of base pay plus 10 additional weeks, for 26 weeks total before any other benefits. Business Insider also reported that employees outside the U.S. receive similar packages that vary by country's laws and policies. This is one of the more generous disclosed packages among the companies compared here, both in base weeks and in the length of continued healthcare coverage. HR Executive notes this formula positions Meta above some peers, including Oracle's reported package of four weeks base pay plus one week per year capped at 26 weeks, though it falls below Block's package of 20 weeks plus one week per year of tenure for its March 2026 layoffs (businessinsider.com).

Intel: shorter base package with longer healthcare bridge

Intel's disclosed standard severance package, drawn from WARN Act filings, is approximately 9 weeks of pay plus benefits in lieu of full notice, according to Final Round AI (finalroundai.com). Some reports cited by the same source indicate up to 18 months of COBRA healthcare coverage for package recipients, and a notice structure of either a 60-day notice period or roughly 4 weeks of notice plus the 9 weeks of pay. Accrued vacation and sabbatical time were paid out under prior-round terms, and unvested RSUs were generally cancelled unless the employee qualified as retirement-eligible under a Rule of 60 or 75 provision. Final Round AI notes that terms varied by group, role, and tenure, are not uniformly public, and that some 2025 rounds reportedly offered no severance package at all, so the 9-week figure should be treated as a floor rather than a guarantee across all Intel layoffs (finalroundai.com). Outplacement or career-transition support was also referenced by some affected employees, though Final Round AI notes the specific terms of that support were not consistently detailed across rounds, which is another area worth clarifying directly with Intel HR if you are affected.

Salesforce: severance scaled by tenure and age up to 30 weeks

Salesforce's severance structure is explicitly tied to level, tenure, and age. According to Business Insider, severance is determined by level and tenure up to six months, with employees aged 60 and older eligible for an additional four weeks (businessinsider.com). Metaintro's reporting on the June 2026 round describes packages reaching up to 30 weeks of pay for older, longer-tenured staff, with affected California employees remaining on payroll until August 7, 2026 as part of the transition period (metaintro.com). This structure means two employees affected by the same layoff round can receive meaningfully different packages depending entirely on how long they had been at the company and their age, which is worth checking carefully if you are comparing your own Salesforce offer against a colleague's. Business Insider also notes the January 2026 round eliminated fewer than 1,000 roles under the same general severance framework, so the level, tenure, and age variables described above have applied consistently across Salesforce's multiple 2026 rounds rather than being a one-time policy (businessinsider.com).

How to use this comparison to evaluate your own offer

Line up three numbers from your own offer against this data: base weeks of pay, additional pay per year of tenure, and the length of continued healthcare coverage. Meta's structure of 16 base weeks plus 2 weeks per year, per Business Insider (businessinsider.com), and Salesforce's up to 30-week ceiling for long-tenured, older staff, per Metaintro (metaintro.com), represent stronger packages, while Intel's roughly 9-week baseline, per Final Round AI (finalroundai.com), is on the leaner end among these three. If your offer is well below these benchmarks relative to your tenure and level, that is a reasonable basis to ask HR whether there is flexibility, particularly around healthcare continuation length and treatment of unvested equity, both of which varied significantly across these three companies. None of these figures are universal standards, they are simply three disclosed data points from the same wave of 2026 layoffs, so treat this as a starting reference and get your specific terms confirmed in writing before you sign a separation agreement.