The Human Cost of Oracle's March 31 Layoff

On March 31, 2026, Oracle terminated thousands of employees with minimal notice and severance packages that fall far below industry standards. What makes this layoff particularly troubling is who was affected and how they were treated.

Consider these real situations:

• A pregnant employee received a termination notice with 9 days' warning—not enough time to plan for losing her health coverage right when she needs it most.
• Workers on medical leave, including cancer patients undergoing treatment, were terminated while on protected leave, losing both their jobs and their healthcare in one blow.
• Long-time employees with decades of loyalty to Oracle received severance packages that didn't reflect their years of service.
• H-1B visa holders faced the prospect of deportation, given only days to find new employment or leave the country.
• Employees with disabilities who were terminated appear to have been wrongfully separated while on protected leave under the ADA and FMLA.
• Workers retroactively classified as "remote"—sometimes without their knowledge—saw Oracle attempt to sidestep its legal obligations under the WARN Act, which requires 60 days' notice.

These aren't just policy disputes. They're stories of people who gave years to a company, only to be discarded without dignity or adequate support.

Why We Need Your Signature
You don't have to work for Oracle to understand what's at stake.

We're asking you to sign because:

• Current Oracle employees are watching whether the company will treat departing workers fairly—and wondering if that's how they'll be treated too.
• Prospective employees deserve to know Oracle's real severance practices before accepting an offer and uprooting their lives.
• Customers evaluating Oracle need to understand the company's values and corporate integrity.
• Public pressure works. Media attention and public signatures accelerate accountability in ways private negotiations cannot.

Oracle is a $200+ billion company. The cost of fair severance is negligible compared to the company's resources. What's at stake is whether this corporation will do right by the people who gave them years of loyalty.

On April 21, 2026, Oracle declined to negotiate, claiming they would only address concerns individually. This is a stalling tactic designed to isolate affected workers and prevent coordinated action. But Oracle's refusal won't stop what's coming next.

What Happens Now: A Coordinated Response
This is where your support matters most. Affected Oracle employees are preparing to send coordinated severance negotiation letters to Oracle—all at the same time. More than 268 people have already committed to this action.

When Oracle receives hundreds of nearly identical demands from former employees all on the same day, it will be impossible to ignore. It will demonstrate that this is not an isolated grievance—it's a widespread demand for justice.

If you're a current Oracle employee reading this: You can send your own severance negotiation letter demanding fair treatment. You deserve the same industry-standard protections as your colleagues.

For everyone else: Your signature publicly demonstrates that the world is watching. It sends a message to Oracle's leadership, workforce, and customers that fair treatment of workers matters.

What the Demands Are
The affected Oracle employees are asking for fair treatment that aligns with industry standards and the law:

• Severance: 16 weeks base plus 2 weeks per year of service (not calculated from recent hire date)
• RSU Vesting: Acceleration for all equity scheduled to vest within 6 months of separation
• Healthcare: 6 months of fully subsidized COBRA coverage
• WARN Act Compliance: Full 60-day notice as compensation separate from severance (Oracle's current plan illegally rolls WARN Act time into severance, leaving workers below legal minimums)
• H-1B Support: Active employment status through at least June 1, 2026, plus dedicated immigration assistance
• Legal Protections: Removal of non-compete and restrictive NDA agreements that prevent re-employment
• ADA/FMLA Compliance: Reinstatement of wrongfully terminated employees on protected leave
• Transition Services: 6 months of outplacement or $5,000 retraining allowance per employee

For the full context and original letter signed by 500+ current and former Oracle employees, visit: coworker.org/p/oraclerif

Oracle's Response—And Why It Falls Short
On April 21, Oracle responded to say they would only address concerns individually and declined group negotiations. Their statement referenced the "Oracle America Severance Pay Plan," which they claimed governs all severance.

Here's the problem: that plan provides only 4 weeks base plus 1 week per year of service—far less than what some employees initially understood they would receive. More troubling, Oracle is rolling the legally required 60-day WARN Act notice period into the severance time itself. This means employees with less than 7 years of service are receiving below what they're legally owed under the WARN Act. This approach is arguably unlawful in cases where severance falls short of mandated notice periods.

Oracle's refusal to negotiate collectively is a stalling tactic. But the company cannot ignore hundreds of simultaneous, coordinated demands from affected workers.

Join the Movement
Sign this petition if you:

• Believe laid-off Oracle workers deserve fair severance and legal protections
• Think a $200+ billion company should do right by loyal employees
• Support holding large corporations accountable
• Want to send a message that workers' dignity matters
• Your signature tells Oracle—and the world—that this matters.

If you were laid off by Oracle on or around March 31, 2026: Join the coordinated action. Send your severance negotiation letter to Oracle at the same time as hundreds of others. For details and to coordinate: oracle.discussions@gmail.com

 
Oracle, we gave you a chance to do this privately and fairly. You refused. Now the world is watching. Thousands of workers are ready to stand together and demand what they're owed.