What should I do in the first 72 hours after a layoff?

In the first 72 hours after a layoff: (1) Do NOT sign severance the same day — you have time to review it. (2) File for unemployment within the first week. (3) Get your COBRA paperwork — you have 60 days to elect coverage but premiums back-date to your last day. (4) Request a written separation agreement. (5) Download your company files and contacts now, before access is revoked. GotLaidOffToday provides a free 18-item checklist sequenced across these 72 hours.

How do I file for unemployment in my state?

Every state has its own unemployment filing portal. GotLaidOffToday covers all 50 states with step-by-step filing guides, benefit calculators, and direct links to each state's official portal. File as soon as possible — your benefit year starts from when you file, not when you were laid off. Texas pays $75–$605/week, California up to $450/week, New York up to $504/week. Most applications are approved within 2–4 weeks.

How long do I have to sign COBRA after a layoff?

You have 60 days from the date of your COBRA election notice (or the date coverage ends, whichever is later) to elect COBRA coverage. However, if you elect COBRA, your premiums are retroactive to your last day of employer coverage — so you won't have a gap even if you wait. The key deadline is 60 days. After that, you lose the right to elect COBRA entirely.

Should I sign my severance agreement the same day I'm laid off?

No. You are legally entitled to time to review a severance agreement. Under the ADEA (if you're 40+), you have at least 21 days to consider it and 7 days to revoke after signing. For all employees, severance is a contract — signing it may waive your right to sue for discrimination or other claims. Request the document in writing, review with an employment attorney if possible, and never let anyone pressure you into signing on the spot.

Does severance affect unemployment benefits?

It depends on how severance is paid. Lump-sum severance typically does not delay unemployment benefits in most states — you can file immediately. Salary continuation (where the company keeps paying your salary for X weeks) often does delay benefits because you're technically still being paid as an employee. Rules vary by state. Check GotLaidOffToday's state-specific unemployment guide for your state's rules.

How much severance should I expect after a layoff?

Industry standard is 1 week of pay per year of service for individual contributors at most companies. Directors and VPs often receive 1.2–2× that amount. Enterprise companies (10,000+ employees) tend to be more generous than startups. Use GotLaidOffToday's free severance calculator to estimate your specific range and get a negotiation email template.

What careers can I transition to after a layoff?

The best career pivots after a layoff are 'adjacent' roles — ones that use 70–85% of your existing skills but open new growth paths. For example: Software Engineers often pivot to Product Management, Solutions Architecture, or DevRel. Sales professionals transition well to Revenue Operations, Customer Success, or Account Management. GotLaidOffToday's free Career Pivot Quiz analyzes your role, skills, salary floor, and growth preferences to suggest 3 specific career paths with free training resources for each.

How do I update my LinkedIn after a layoff?

After a layoff, update LinkedIn strategically: (1) Turn off 'Open to Work' green banner — use the private 'Open to Work' setting that only shows to recruiters. (2) Update your headline to your target role, not your old title. (3) Add your most recent role's end date. (4) Post a brief, confident 'transition' post — frame it as deliberate, not desperate. GotLaidOffToday's LinkedIn guide includes a complete profile rewrite prompt, networking script, and copy-ready post template.

Can I get COBRA if my employer had fewer than 20 employees?

Federal COBRA only applies to employers with 20 or more employees. However, many states have 'Mini-COBRA' laws that extend similar continuation coverage rights to employees of smaller companies. Coverage duration and cost varies by state. Check your state insurance commissioner's website, or explore ACA marketplace plans — a layoff is a qualifying life event that opens a Special Enrollment Period.

What is the WARN Act and does it apply to my layoff?

The WARN Act requires employers with 100+ employees to provide 60 days' advance notice before a mass layoff (affecting 50+ employees). If your employer didn't give 60 days' notice and triggers WARN Act thresholds, you may be entitled to 60 days of pay and benefits. Check if your employer announced the layoff publicly as a 'mass layoff' or 'reduction in force' affecting many people at once.

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