First Brands Group LLC.'s latest layoff notice names 345 workers. Here is what to do this week.

Questions to ask First Brands Group LLC.

What to say

Fill in the brackets. Use your own words if they come easier.

• In the meeting

  “Thank you for telling me. I would like the details in writing: my last day, severance terms and when my benefits end. I will review them and answer by [date].”

• When you ask for more

  “I would like to ask for [more weeks of severance / health coverage through a set date / a neutral reference]. Can we discuss that before I sign?”

• When you tell your network

  “My role at First Brands Group LLC. was eliminated. I am looking for [role] in [field]. If you know a team that is hiring, I would appreciate an introduction.”

• In an interview

  “First Brands Group LLC. reduced its workforce in March 2026, and my role was part of that. I am proud of [result]. What I want next is [role], where I can [strength].”

If you are 40 or older and are asked to sign a release of claims, federal law gives you at least 21 days to consider it (45 days when the layoff is part of a group program) and 7 days to revoke after you sign.

Work out what a package is worth with the severance calculator.

File for unemployment benefits

File in the state where you worked, in your first week, even if you expect severance. Local help with filing is at the workforce boards listed on this page.

Settle these before your last day

• Health FSA: spend what is left on eligible expenses before coverage ends. Unused balances are usually forfeited, and after your last day you can generally claim only costs from before coverage ended. Ask the plan administrator whether FSA coverage can continue through COBRA.
• Dependent care FSA: ask what you can still claim and the deadline to submit receipts.
• HSA: the account is yours and stays open after you leave. Check the balance and how to keep using it.
• Book appointments, fill prescriptions and use dental and vision benefits while you are still covered.
• Paid time off: ask whether unused days are paid out. State law and company policy decide, and both vary.
• Expense reports, commissions and any bonus you have earned: ask for the amount and the pay date in writing.
• Copies of what belongs to you: pay stubs, your offer letter, performance reviews, equity and benefits statements, and your personal contacts. Do not take confidential company files.
• Make sure the employer has your current home address, so tax forms reach you.

401(k) and retirement accounts

• Your own contributions are always yours. Employer contributions are yours only as far as they have vested. Ask for the vesting schedule and whether your last day changes it.
• A large layoff can trigger full vesting under the plan-termination rules. Ask the plan administrator whether it applies.
• You can usually leave the money in the plan, roll it over to an IRA or a new employer’s plan, or take it as cash. A direct rollover avoids withholding and tax.
• Taking cash is taxed as income, plus a 10% penalty if you are under 59½, with exceptions. One exception can apply if you leave the employer in or after the year you turn 55, for that employer’s plan only.
• An unpaid 401(k) loan is usually due, or treated as a withdrawal, when you leave. You can generally roll over the amount of the offset until the tax filing deadline for that year. Ask the plan administrator how yours is handled.
• Plans can move small balances out automatically. Ask before your last day so it does not surprise you.

Agreements to read before you sign

• Non-compete: check whether you already signed one. Whether it can be enforced depends on your state, and some states, including California, void most of them. Ask for it to be waived in writing as part of any separation agreement.
• Non-solicitation: it limits recruiting colleagues or contacting clients. Ask how it is defined and how long it lasts.
• Confidentiality (NDA): keep trade secrets private, and ask exactly what is covered and for how long. Ask to confirm in writing that you can describe your own role and results when you interview.
• Non-disparagement: ask whether it runs both ways and what it covers. Agreements generally cannot stop you from filing for unemployment or a charge with a government agency. If the wording is unclear, have a lawyer read it.
• Release of claims: severance is often paid in exchange for giving up legal claims. Read what you are giving up. A one-time consult with an employment lawyer before you sign is common.
• References: ask for an agreed reference line and how your departure will be described, such as “position eliminated.”

Company property and access

• List what you hold: laptop, phone, badge, cards and any files. Ask where and how to return each item, and get a receipt.
• Do not wipe or delete company devices or accounts unless you are told to, and do not keep company files.
• Move your own files (photos, personal documents) off company devices before access ends. If you are unsure whether something is yours, ask.
• Take your personal accounts off your work email and move any two-step codes to your own phone.
• Ask when email and system access ends and how colleagues will be told.
• Ask when your final paycheck is due and how it will be paid. The deadline is set by state law.

Programs that may help

Verified programs for the states in these notices, the county or city where we have it. Check eligibility on each program’s own page.

• Texas final pay within 6 days

  TX · Help while out of work · Fired or laid-off employees must be paid in full within 6 calendar days

• Texas state continuation

  TX · Help while out of work · 9 months of state continuation for people not eligible for COBRA (or 6 extra months after COBRA ends)

• Federal CCDF rule: job search child care

  Nationwide · Help while out of work · If a state lets job search qualify a family, it must continue assistance at least 3 months after job loss

• Federal student loan economic hardship deferment

  Nationwide · Help while out of work · Payments postponed up to three years of deferment for economic hardship or Peace Corps service

• Federal student loan unemployment deferment

  Nationwide · Help while out of work · Payments paused

• Digital skills building

  TX · Retraining · Free: workshops, no-cost computer access, DigitalLearn self-paced videos

• WIOA Adult and Dislocated Worker training via Individual Training Accounts and the Statewide ETPL

  TX · Retraining · ITA paid to a TWC-approved provider

• Tennessee final pay

  TN · Help while out of work · Wages due on the later of next regular payday or 21 days after separation (50-2-103(g))

• Reconnect at TCAT

  TN · Retraining · Tuition-free certificate or diploma at a Colleges of Applied Technology.

• Tennessee Reconnect Grant

  TN · Retraining · Not stated on page

• Tennessee Reconnect Grant

  TN · Retraining · Last-dollar tuition and allowable fees after other aid

• Kansas final pay

  KS · Help while out of work · Wages due by next regular payday after discharge

• Kansas Promise Scholarship

  KS · Retraining · Last-dollar

• Kansas Promise Act Scholarship

  Statewide, KS · Retraining · Last-dollar for tuition, required fees, books and program materials

• KANSASWORKS job seeker services and virtual statewide job fair

  Statewide, KS · Retraining · Free job search, resume and salary negotiation help, weekend virtual job fair.

• WIOA dislocated worker training

  KS · Retraining · Financial assistance for training in a demand occupation

• Kansas Registered Apprenticeship

  Statewide, KS · Retraining · Page announces a Kansas Office of Apprenticeship State Grant, but that funds programs, not individuals.

Programs for veterans, people 50 and over, people with a disability, caregivers and other groups depend on who you are. The free account asks, and matches them to you.