Disney Cuts About 300 Jobs: What Laid-Off California Employees Are Owed

Disney is cutting about 300 jobs, mostly in human resources and technology, according to reports by CNBC and Deadline on Sept. 29, 2026. It is the latest round of layoffs this year under Josh D’Amaro, who succeeded Bob Iger as CEO of The Walt Disney Company in March 2026.

Disney is headquartered in Burbank and has a large Southern California workforce, but as of Oct. 4 the company had not publicly said how many of the affected employees work in California, and we have not seen a California WARN notice for this round. If you are a California Disney employee whose job is being eliminated, the state laws below apply to you, whatever the final numbers turn out to be.

This post covers what has been reported, what it means for affected workers, your rights under California law, and the steps to take now.

What happened

CNBC and Deadline reported on Sept. 29 that Disney was laying off around 300 employees, concentrated in corporate human resources and technology functions. TheStreet reported that the cuts were being carried out over several days. Reports said the company’s television and film studio divisions were not the focus of this round.

The layoffs follow earlier reductions in 2026. Several outlets reported that Disney eliminated roughly 1,000 positions in April and several hundred more in July across corporate groups and business units. Reports also said a separate restructuring of Disney’s television operations is under review and could affect more jobs, though no details had been announced as of this writing. Disney has said its cost reductions are meant to free up resources to invest in growth. This post does not speculate about future cuts.

Date	What was reported
March 18, 2026	Josh D’Amaro succeeds Bob Iger as Disney’s CEO
April 2026	Roughly 1,000 positions eliminated
July 2026	Several hundred additional cuts
Sept. 29, 2026	About 300 layoffs reported, mainly HR and technology
As of Oct. 4, 2026	California headcount and WARN details not disclosed

Key fact

Watch: Disney’s president on the layoffs

What this means for California workers

If you were told your position is being eliminated, three things matter most right now: the date your employment actually ends, what the company owes you on that date, and what you are being asked to sign in exchange for severance. These are separate questions with separate deadlines.

Whether California’s WARN Act applies to this round depends on facts that have not been made public, especially how many employees are being laid off at each California site within a 30-day period. Even if no WARN notice is required, your rights to final pay, vacation payout, a fair review period for any release, and freedom from discriminatory selection still apply. If you work in Burbank, Glendale or elsewhere in Los Angeles County, our Los Angeles employment lawyers can help.

---

Your rights if you are laid off in California

Cal-WARN notice

California’s WARN Act (Labor Code 1400 to 1408) requires 60 days’ written notice before a “mass layoff,” meaning a layoff of 50 or more employees during any 30-day period at a covered establishment, which is a facility that employs or has employed 75 or more people in the past 12 months. If required notice is not given, each affected employee can recover back pay and the value of lost benefits for up to 60 days (Labor Code 1402). The law has a narrow exception for workers hired only for a particular film, broadcast or construction project, which generally does not cover permanent corporate staff (Labor Code 1400). Since Jan. 1, 2026, notices must also include workforce board, CalFresh and employer contact information (SB 617). Read our guide to Cal-WARN notice rights.

Final paycheck and vacation

All wages you have earned are due on your last day when you are laid off (Labor Code 201), including any earned bonus or commission. Vested, unused vacation or PTO must be paid at your final rate (Labor Code 227.3). If the employer willfully pays late, it can owe up to 30 days of your daily wage as a penalty (Labor Code 203). See final paycheck rules and vacation payout rules.

Severance agreements

Severance is not required by California law, but if you are offered it in exchange for a release, the employer must tell you that you can consult a lawyer and give you at least five business days to consider it (Gov. Code 12964.5). An employer cannot condition payment of wages you already earned on signing a release (Labor Code 206.5). If you are 40 or older and the layoff is a group program, the Older Workers Benefit Protection Act generally requires 45 days to consider the agreement, 7 days to revoke after signing, and a written list of the job titles and ages of employees selected and not selected for layoff.

💡 Example: Lisa, 52, is laid off as part of a group program and receives her severance agreement on Oct. 1. She generally has 45 days, until Nov. 15, to decide. If she signs on Nov. 10, she can still revoke during the next 7 days, through Nov. 17. The deadlines in your own agreement control, so read them carefully.

Before signing anything, read our severance agreement review guide.

Unemployment and health insurance

A layoff is generally not a disqualification for unemployment benefits. Apply with EDD right after your last day and report any severance or pay in lieu of notice accurately. See unemployment after losing your job. Federal COBRA generally lets you keep your group health plan for up to 18 months at your own cost, and you usually have 60 days to elect. Losing coverage also opens a special enrollment period with Covered California.

Discrimination in layoff selection

Under the Fair Employment and Housing Act, an employer cannot choose who is laid off because of age, race, sex, disability, pregnancy, protected leave or a recent complaint (Gov. Code 12940). California law also recognizes that using salary to pick who goes can be evidence of age discrimination when it falls hardest on older workers (Gov. Code 12941).

What to do now

1. Get your separation date in writing. Ask HR to confirm your last day of work and your last day on payroll, which may differ.
2. Save your own records, such as pay stubs, bonus plan documents, equity grants and performance reviews, to a personal device. Do not take confidential company files.
3. Check your vacation or PTO balance so you can confirm the payout in your final paycheck.
4. Use the full review period for any severance agreement, and request the age disclosure if you are 40 or older.
5. File for unemployment as soon as your employment ends.
6. Decide on health coverage through COBRA or Covered California within the deadlines.
7. Talk to an employment lawyer before you sign a release, especially if you believe you were selected unfairly.

---

Frequently asked questions

Did Disney file a California WARN notice for these layoffs?

As of Oct. 4, 2026, we had not seen a California WARN notice for this round, and Disney had not disclosed how many affected employees work in California. A notice is required only when the Cal-WARN thresholds are met at a particular site. We will update this post if notices are filed.

How much severance will Disney pay?

Severance details for this round have not been publicly reported. Severance is set by company policy or individual agreement, not by California law. Ask for the plan terms in writing.

Can I collect unemployment while receiving severance?

In most cases, accepting severance does not disqualify you, but some payments, such as pay in lieu of notice, can affect when benefits start. Report all payments to EDD.

What if I am a contractor or work through a staffing agency?

Your rights depend on who your legal employer is. Final pay and vacation rules apply to your actual employer, and if you were misclassified as a contractor, you may have additional claims.

By the numbers45 days

Sources

• CNBC: Disney laying off around 300 employees in latest cuts under new CEO Josh D’Amaro
• Deadline: Disney hit by layoffs in multiple areas, hundreds impacted
• TheStreet: Disney cuts 300 jobs and major overhaul puts hundreds more at risk
• California EDD: Worker Adjustment and Retraining Notification (WARN)

---