Intel’s recent wave of layoffs has disrupted the lives of thousands of tech professionals across California. As a law firm representing employees, we want to clarify what happened, outline key legal considerations, and offer practical steps to safeguard your rights—whether your concerns are retaliation, Family and Medical Leave Act (FMLA) protection, severance, or other employment issues.
What Happened: The Layoffs at a Glance
In July 2025, Intel announced major layoffs that impacted over 1,900 employees in California alone, with significant cuts at its Santa Clara headquarters and Folsom campus. This forms part of a broader cost-cutting effort, with Intel reducing an estimated 20% of its workforce globally. The Company cited economic challenges, declining chip sales, and a strategic overhaul focused on core computing and artificial intelligence as key drivers for these reductions.
The layoffs affected a wide range of positions—from engineers and technicians to legal staff, managers, and senior executives. Notices were filed under California’s Worker Adjustment and Retraining Notification (WARN) Act, requiring advance disclosure for mass layoffs.
What To Consider: Your Rights and Protections
Even in the midst of broad corporate restructuring, California law provides significant protections for affected employees. Key considerations include:
1. WARN Act Compliance
- 60 Days’ Advance Notice: California’s WARN Act requires employers to provide written notice 60 days before conducting mass layoffs (50+ employees within 30 days at a single site).
- Requirements: Notices must be clear and issued in a timely manner. Failure may entitle workers to back pay and benefits for each day of insufficient notice.
2. Wrongful Termination & Retaliation
- At-Will Limitations: While California is an “at-will” state, terminations based on discrimination, whistleblowing, exercising protected rights, or retaliation are unlawful.
- Common Triggers: If you recently reported harassment, unsafe work conditions, or were involved in protected activity (such as filing an employment-related complaint), and then selected for layoff, you may have a retaliation or wrongful termination claim.
3. Protected Leaves (FMLA/CFRA)
- Medical & Family Leave: Employees on qualified medical or family leave (FMLA or CFRA) are shielded from adverse action based solely on leave-taking.
- Red Flags: Inclusion in layoff lists while on protected leave could signal unlawful termination.
4. Severance Negotiation
- Package Components: Intel’s severance offers may include salary continuation, payout for accrued vacation, pro-rated bonuses, COBRA health benefits, and sometimes accelerated vesting of restricted stock units (RSUs).
- Negotiation Opportunities: Many severance agreements are negotiable, especially for long-tenured, high-performing, or protected-class employees. Pay attention to non-compete clauses, release of claims, and the tax impact of lump-sum payments.
5. Final Pay & Benefits
- Timely Payment: California law requires prompt delivery of final wages and compensation, including all accrued vacation and bonuses, at termination.
- COBRA & Benefits: Expect continued health coverage options and check for any discrepancies in retirement or equity vesting.
6. Age Discrimination (ADEA/FEHA)
- Older Workers: Employees age 40+ are protected under federal and state anti-discrimination laws. Mass layoffs must not disproportionately impact older workers without objective, nondiscriminatory justification.
7. Additional 2025 Legal Changes
- Minimum Salary for Exempt Employees: Updated to $68,640 annually as of January 2025.
- Expanded Protections: New California statutes now provide greater leave rights for crime victims and prohibit retaliation for such leave.
What To Do Next: Action Steps If You’ve Been Laid Off
- Review Your Layoff Notice: Check the date, details, and compliance with WARN notice requirements.
- Scrutinize the Severance Offer: Don’t sign immediately. Seek legal review to identify hidden risks or negotiation opportunities.
- Document Everything: Retain all communications from management, HR, and coworkers related to your layoff or prior workplace activity.
- Evaluate Grounds for a Legal Claim: Consider legal consultation if you were recently on leave, reported unlawful conduct, or suspect age or other discrimination.
- File for Unemployment: Apply for California unemployment insurance benefits promptly.
- Extend Healthcare: Assess COBRA and other healthcare continuation options.
- Network & Plan Next Steps: Join professional associations, update your resume, and explore support networks.
How Garay Law Can Help:
As an attorney experienced in California’s complex employment laws, I represent employees in matters involving:
- Severance package negotiation and review
- Retaliation and wrongful termination claims
- FMLA, medical, or family leave violations
- Discrimination (age, gender, disability, etc.)
- Final pay and benefit disputes
If you have concerns about your layoff and want an experienced advocate in your corner, contact me for a confidential case evaluation.
If you were affected by Intel’s recent layoffs or have questions about your rights, you’re not alone. California workplace law offers strong protections, and Jose can help you navigate the process and protect your interests.
Disclaimer:
This post is for informational purposes only and is not legal advice. Garay Law represents employees throughout California’s major tech cities, including San Francisco, San Jose, Los Angeles, San Diego, Oakland, Irvine, Mountain View, Menlo Park, Santa Clara, Cupertino, and Palo Alto. If you have questions about your layoff, suspected wrongful termination, retaliation, severance negotiations, leave laws (FMLA/CFRA), discrimination, or any other employment law concern in Silicon Valley, the Bay Area, or Southern California, please contact me for a confidential case review tailored to your unique situation.