Informatica Layoffs
California WARN Act filing history
Recent filings include an event in San Mateo on February 28, 2026, impacting 35 roles. Activity is concentrated in San Mateo. Impacted roles include positions across Unknown departments. Effective date: February 28, 2026.
Informatica has no active WARN filings in California.
The most recent filing on record took effect on 2026-02-28, more than 90 days ago, so it is no longer counted as active. This page stays available because the filing was public record and people still search for it.
For layoffs happening now, see San Mateo County or all current California filings.
Informatica layoff history in California
Informatica has one WARN filing on record in California, affecting 35 workers in San Mateo County with an effective date of 2026-02-28.
Every filing names the same location, 2100 Seaport Blvd. Redwood City CA 94063.
What this means if you work at Informatica
This notice was filed on 2026-01-12 for an effective date of 2026-02-28, which is 47 days of notice. That is short of the 60 days the California WARN Act normally requires, though the statute allows exceptions.
The California WARN Act requires covered employers to give 60 days written notice before a mass layoff, relocation or termination. During that period you remain an employee and continue to be paid.
Shorter notice is not automatically a violation. The statute allows exceptions, including a faltering company actively seeking capital and business circumstances that were not reasonably foreseeable. The figures below are the dates as published by the state, with the arithmetic shown.
This is a calculation from the published filing dates, not legal advice. If you believe you received insufficient notice, speak to an employment lawyer.
1 earlier filing from Informatica has already taken effect and is no longer listed here. The dates are shown in the notice period table above.
Other Recent Filings Nearby
Other companies with WARN Act filings in the same area.
What This Means for You
If you received notice of a layoff from Informatica effective 2026-02-28, the California WARN Act requires your employer to provide 60 days advance written notice before a mass layoff or plant closure.
During the notice period, you remain employed and should continue to receive your regular pay and benefits. Use this time to prepare for your transition.
Your next steps: File for unemployment insurance with the EDD as soon as possible after your last day. Review your COBRA options for health coverage continuation. Visit our resources page for a full guide.
If you are still inside the notice period
You remain an employee until the effective date, and you are still being paid. That is the window in which severance terms, a separation agreement, or an extended end date can still be discussed. After your last day, most of that leverage is gone.
California does not require an employer to pay severance. Anything you receive is negotiated, or comes from a policy or contract you already have. Read any agreement carefully before signing, particularly clauses that waive your right to sue, and be aware that you are generally entitled to time to consider it.
A paid guide to negotiating a severance package, written by Sam Dogen, who negotiated his own exit from an investment bank in 2012. Most relevant while you are still employed and terms are open. $97, and there is a free alternative worth trying first: your local America's Job Center offers free counselling on separation agreements.
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Know Your Rights
These programs exist for exactly this situation.
Under the California WARN Act, employers with 75 or more employees must provide 60 days advance notice before a mass layoff, relocation, or plant closure. If you were affected by this filing, the following resources can help.
Apply online through the California Employment Development Department. You may be eligible before your last day.
California's food assistance program for individuals and families experiencing income loss.
Losing employer-sponsored health coverage qualifies you for a special enrollment period.
Free career counseling, job search assistance, and retraining programs in your county.
About WARN Act Filings
The Worker Adjustment and Retraining Notification (WARN) Act requires employers with 100 or more employees to provide 60 calendar days advance written notice of a plant closing or mass layoff. California's WARN Act (Labor Code sections 1400-1408) extends this to employers with 75 or more employees. All data on this site is sourced from filings published by the California Employment Development Department.
This data is sourced from official WARN Act filings submitted to the California Employment Development Department.