H-1B layoff checklist: what to do in the first 7 days

1. Lock down the date that actually controls your planning

The first thing to verify is not a forum answer. It is your actual employment end date. The date of the layoff meeting, final payroll date, severance period, and termination date on company paperwork are not always identical.

If you build your entire next-step plan on the wrong date, every later decision gets noisier.

• Ask HR for the final date of employment in writing.
• Save the separation letter, final pay stub, and any benefits notices.
• Write down the exact date you will use for immigration planning and why.

2. Gather your reusable immigration packet

Do this before outreach starts. A clean packet speeds up recruiter conversations, legal intake, and employer transfers.

Most people lose time because they start looking for documents only after an opportunity appears.

• Passport, visa stamp, and most recent I-94
• Latest H-1B approval notice and prior approvals if you have them
• Recent pay stubs, offer letter, and current resume
• Any green card documents tied to your current employer

3. Build a three-branch plan for the next week

A strong first-week plan usually has one preferred path and two backups. That reduces panic because you are not emotionally over-committed to a single outcome.

The goal is not to decide your entire future in two days. The goal is to preserve optionality while you gather facts.

• Primary path: line up transfer-friendly employers quickly
• Backup path: review change-of-status or dependent options with counsel
• Exit path: document what a clean departure plan would require if timing collapses

4. Communicate urgency with precision

Recruiters, attorneys, and friends are more useful when the message is specific. Tell them your visa type, latest work date, role, location, and time sensitivity.

Specific urgency gets faster, better help than a vague request for advice.