Genentech has announced another round of layoffs, shedding 87 jobs beginning September 15, 2025, and continuing through early 2026. This latest notice affects data scientists, business analysts, senior scientists, and other skilled professionals as part of an ongoing restructuring effort. For those impacted, this news can be frustrating, confusing, and overwhelming—but you’re not powerless.
As California employment lawyers, we’ve represented countless professionals in the biotech and pharmaceutical sectors, and we want you to know: you have rights, and you may have options.
A Pattern of Cuts
This isn’t the first wave of layoffs from Genentech. Since early 2024, more than 700 roles have been cut. That includes:
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143 positions in June 2025
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Over 500 jobs throughout 2024
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A full shutdown of Genentech’s cancer immunology division last August, eliminating another 93 roles
Many talented professionals lost not only their jobs but potentially long-term career paths built within a company they believed was stable. At the same time, Genentech is actively redeveloping its South San Francisco campus and investing $700 million into a drug manufacturing facility in North Carolina. This tells us that the company isn’t struggling—it’s making calculated business decisions to reorganize, and that process can lead to legal missteps.
What You Need to Consider
If you’re affected by these layoffs, here are a few things to keep in mind:
1. You May Have Severance Rights
Severance packages aren’t always generous, and they’re often presented with strings attached—such as a waiver of your legal claims. Before signing anything, have an employment attorney review the agreement. We can help you evaluate whether the offer is fair and determine if negotiation is possible.
2. Retaliation and Discrimination Claims
Were you recently on medical or family leave? Did you raise any concerns about workplace issues—like discrimination, unsafe conditions, or whistleblower activity? If so, and you’ve been selected for layoff, that could be more than just bad luck. Employers are not allowed to target protected employees in reduction-in-force decisions.
3. WARN Act Protections
California’s WARN Act requires companies like Genentech to give employees proper notice in mass layoffs. If they failed to notify you appropriately, or if the details of your separation don’t align with state guidelines, you may be entitled to additional compensation.
4. Age Discrimination & Layoff Patterns
If Genentech’s layoffs disproportionately impacted older workers, that could raise serious legal concerns under the Age Discrimination in Employment Act (ADEA) and California’s Fair Employment and Housing Act (FEHA). Every layoff should be based on legitimate, documented business reasons—not assumptions about age or tenure.
What You Should Do Next
If you were laid off or were notified about an upcoming layoff from Genentech, we strongly recommend the following:
- Do not sign a severance agreement without legal review
- Document all communications from HR or management
- Make a list of any recent workplace complaints or protected leaves you’ve taken
- Contact us for a confidential consultation
If you were affected by a recent biotech layoff 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.