Bed Bath & Beyond layoff notices at a glance
Bed Bath & Beyond has filed 4 WARN notices with the California Employment Development Department between Apr 17, 2020 and Dec 1, 2022, naming 184 workers. 3 were closures and 1 was a layoff; 3 permanent, 1 temporary. The largest single notice named 69 workers in Orange County on Dec 28, 2021. Its latest notice, 36 workers in Santa Clara County dated Dec 1, 2022, was 0.3% of the 11,979 workers named in all 210 Santa Clara County notices of fiscal year 2022-2023. 1 notice carries a notice date later than the effective date it announces, which usually means the letter reached the EDD after the separations had begun. 1 fall in the March to June 2020 window when the Governor's COVID order suspended the 60-day requirement.
Every notice, newest first
| Notice date | Effective | County | City | Workers | Type | Days notice |
|---|---|---|---|---|---|---|
| Dec 1, 2022 | Mar 26, 2023 | Santa Clara | San Jose | 36 | Closure, permanent | 115 |
| Dec 28, 2021 | Feb 26, 2022 | Orange | Irvine | 69 | Closure, permanent | 60 |
| Dec 28, 2021 | Feb 26, 2022 | Santa Clara | Campbell | 36 | Closure, permanent | 60 |
| Apr 17, 2020 | Apr 4, 2020 | Ventura | Thousand Oaks | 43 | Layoff, temporary | 13 days after effective date |
Sites named on the notices
- 5353 Almaden Expressway San Jose CA 95118 (Dec 1, 2022, 36 workers)
- 13692 Jamboree Road Irvine CA 92602 (Dec 28, 2021, 69 workers)
- 515 East Hamilton Avenue Campbell CA (Dec 28, 2021, 36 workers)
Also filed as: Bed Bath & Beyond Inc.
Where the notices landed
- Santa Clara County2 notices, 72 workers
- Orange County1 notice, 69 workers
- Ventura County1 notice, 43 workers
- Irvine1 notice, 69 workers
- Thousand Oaks1 notice, 43 workers
- San Jose1 notice, 36 workers
- Campbell1 notice, 36 workers
Local pages: Irvine employment lawyer, Thousand Oaks employment lawyer, San Jose employment lawyer, Santa Clara County employment law guide, Orange County employment law guide.
How to read this record
Notice date is the date on the employer's letter. Effective is the first day of separations it announced. Days notice is the gap between them; California Labor Code 1401 calls for 60 days from a covered employer, and section 1402 makes a short notice worth a day of pay and benefits for every day it is short, up to 60.
One notice is dated after the effective date on the same filing. Notice given after the layoff has started is the clearest case the statute addresses: section 1402 counts every day between the separation and the notice as a day owed, up to 60.
One notice is marked temporary. A temporary layoff that runs past six months is treated as a termination under the federal Act, and the employer should issue a new notice before that point.
Full statute walk-through: the California 60-day rule, section by section.
If you work, or worked, at Bed Bath & Beyond
Keep the notice, every email about the selection, and your final pay stub. A free review covers four things in one call: whether the notice period was honored and paid, whether final pay and vacation payout arrived on time, whether the selection pattern raises an age, pregnancy or leave, or retaliation question, and what a proposed severance release is actually worth before you sign it. Call (800) 371-3088 or send the notice.
Source: California EDD WARN reports, fiscal years 2019-2020 to 2022-2023. Record last checked against the EDD on Oct 30, 2026. Back to the layoff tracker.
About this data: Notices come from the California Employment Development Department WARN reports (fiscal years 2014-2015 to today) and are reloaded from the EDD every Tuesday and Thursday. Employer names appear as the employer wrote them on the notice, grouped where the names clearly refer to the same company. A notice is not a finding that any law was broken. This page is general information, not legal advice about your situation.