Being laid off on H-1B triggers a 60-day countdown that most workers don't fully understand until they're already in it. The rules are stricter than they sound — the clock starts on your last day of paid employment, not the day you receive notice. Severance arrangements can change the math. And the urgency to act is real: every week you wait shrinks your options.

This guide walks through exactly what the 60-day grace period covers, how severance interacts with it, your concrete options, and the immediate moves to make this week if you've just received a layoff notice.

The 60-day grace period explained

Under 8 CFR § 214.1(l)(2), an H-1B worker whose employment ends has a discretionary grace period of up to 60 days or until the I-94 expires, whichever is shorter. During this period, your H-1B status remains valid even though you're not employed.

What "discretionary" means

The grace period is granted by USCIS at its discretion. In practice, it's automatic for non-fraudulent terminations — USCIS doesn't require any application or notice. But it can be revoked if USCIS later finds you were terminated for cause or were already out of status.

When the clock starts

The clock starts on your last day of paid employment, not:

The day you receive layoff notice.
The day your manager tells you informally.
The day you stop coming to work.

If you receive 8 weeks of severance and remain on payroll during it, your last day of paid employment is the last day of severance — your clock starts then.

What severance does and doesn't do

Continued payroll vs. lump sum

This is the most important distinction.

Continued payroll severance (you remain on the books): your last day of employment is the last day of paid salary. The 60-day clock starts after.
Lump sum severance (paid out as one check upon termination): your last day of employment is your termination date. The 60-day clock starts immediately.

If you have any negotiating leverage, request continued payroll. An 8-week continued payroll severance effectively gives you 60 + 56 = 116 days to land your next role.

What severance amount is reasonable?

Pre-2024 norm: 2 weeks per year of service.
2025-2026 norm at tech companies: 8-16 weeks plus pro-rated bonus.
WARN Act: Companies with 100+ employees must give 60 days' notice or pay in lieu for mass layoffs (50+ workers).

Your concrete options during the 60 days

Option 1: H-1B transfer to a new employer

The cleanest path. Under AC21 portability (INA § 214(n)), a new employer can file an H-1B petition for you within the 60-day window. You can start work the day USCIS receives the filing.

The new employer doesn't need to wait for the lottery — your H-1B isn't restarting.
Premium processing accelerates by buying certainty for the new employer.
Concurrent employment (cap-exempt + cap-subject) is also an option.

Option 2: Change of status to F-1

If you have a graduate program lined up — or can start one — switching to F-1 student status preserves your ability to remain in the US legally. Many laid-off workers enroll in master's programs (1-2 years) to bridge to the next H-1B cycle. You then qualify for OPT and can re-enter the workforce.

Option 3: Change of status to H-4 (spouse)

If your spouse holds H-1B status, you can file Form I-539 to change to H-4. This stops the clock and lets you remain in the US. With an approved I-140 for your spouse, H-4 EAD lets you work for any employer.

Option 4: B-2 visitor

A short-term option if you need additional time to organize. B-2 status is limited and doesn't allow work — but it can buy 6 months to relocate, pack, sell property, or wind down US affairs.

Option 5: Depart and re-enter

If none of the above work, leaving the US within the 60-day window preserves your immigration record. You can re-enter on a future H-1B cycle without being labeled "out of status."

What to do this week

Confirm your last day of paid employment in writing. Request HR provide this in your separation letter.
Negotiate continued payroll severance. Even an extra 2 weeks materially extends your window.
File for unemployment if eligible. Most states allow H-1B holders to file (you paid into the system). H-1B doesn't disqualify you in CA, NY, TX, FL.
Engage an immigration attorney immediately. Many do free 30-minute consults for laid-off workers.
Update your LinkedIn and start outreach. Recruiters at companies that sponsor H-1B are typically responsive to "currently in grace period" candidates.
Apply broadly. Even passive applications can produce offers fast in the right market.

What happens if you don't act in 60 days?

On day 61 you are "out of status." You cannot legally remain in the US. Consequences:

Any future visa application requires explaining the lapse, which significantly complicates approval.
Accumulating unlawful presence triggers 3-year and 10-year re-entry bars after certain thresholds.
Future I-485 (green card) approval becomes much harder.

If you can't find a new job within 60 days, depart on day 60 — don't overstay.

Benefits and healthcare

COBRA: Federal law requires employers with 20+ employees to offer continued health coverage at full cost (employer + employee share). Expensive but bridges the gap.
401(k): Options are roll over to IRA, leave with old employer (if balance > $5,000), or cash out (heavily taxed).
Stock options: Most plans give 90 days to exercise vested options after termination. Lapse means losing the value.

From layoff to landing in 45 days

Take Mei, a senior product manager laid off in February 2026 from a publicly-traded tech company. She received twelve weeks of continued-payroll severance plus a pro-rated bonus.

"My HR was clear about the math: my last day of paid employment was May 8, 2026 — when severance ended. The sixty-day clock started May 9. That gave me 168 days total. I started outreach the day of layoff. By week four, I had three offers. By week six, my new employer had filed my H-1B transfer with premium processing. The new I-797 arrived two weeks before my severance ended. I never missed a day of authorized status."

Takeaway: Continued-payroll severance is the single most valuable thing to negotiate. Start outreach the day of notice — recruiters move slower than your clock.

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