Since Andrew left, and he only led for approximately 4.5 years or so, the treatment of employees has gone down to the gutter. The only period in which employees were treated fairly was during his tenure. Look up the history of UHG leadership and you will see what I’m saying. I was recently laid off after working here for 15 years. They not only offered me 5 weeks of pay, they put very “questionable language” in my layoff package.
Accepting their layoff package is accepting more abuse on the way out.
• If they get sued you should be on their side.
• If you were mistreated and (I’m watering this part down) or if you saw someone being mistreated, by accepting their severance you are saying it never happened.
• If you catch wind of them potentially being sued, you should warn them
• Also they added that you should not expect any payment for any of this! hahahahaha!!!!!!
• And if they call you for help with work after you’ve left, you have 48 hours to get back to them and help. This is teetering on… “fill in the blanks”…. and not even enforceable!
Who do their lawyers think they are? Very thuggish! I asked others that were laid off with me and they had similar language. And one that worked for 3 years only got 2 weeks worth of a paycheck.
This is all provable and true! To those of you still there, this is how they treat you after years of service, that’s if they don’t put you on a CAP or PIP to manage you out like someone said in a post on the UHG link here. They did this recently to my friend who worked in UHC for 25 years!
46 replies (most recent on top)
@qz Thank you so much. Didn’t know this.
Sorry to hear that. Your severance is based on a combination of pay grade and years of service. There is a significant difference between manager and non-manager pay grades in terms of the number of weeks of severance you receive. There is transparency with the number of weeks posted on the intranet.
@ct While your comment is insensitive, it isn’t untrue what you said. They can lay you off without paying anything. That’s why people claiming the person didn’t get 5 weeks is insane. They have their own internal way of determining this. Though it su-k. If your entire group is getting sunsetted after major revenue dip, the packages will look like this. What they will do is they’ll give you PTO and Bonus post layoff to balance this.
@kv This is straight from the department of labor:
Companies can legally offer different layoff packages including severance pay and continued benefits to employees in the same job grade. Since severance is generally discretionary rather than federally mandated in the U.S., packages vary based on specific variables. We don’t know if the OP was laid off while on FMLA or LTD. Packages may differ.
Reposting. Here is a portion of the layoff document language. What decent company that cares about employees does this? So pretty much sign your rights away when you accept their package.
“3. Release. In exchange for the consideration outlined above, I agree to release Employer from all claims, demands, actions or liabilities I may have or may claim to have, known or unknown, against Employer of whatever kind, including but not limited to, those which are related to my employment with Employer or the termination of that employment, up to and including the effective date of this Release. I agree that this also releases from liability Employer's parent, subsidiary and affiliated corporations, their predecessors, and each of their present or former agents, directors, officers, employees, representatives, shareholders, successors and assigns, whether in their official or individual capacities. I agree that I have executed this Release on my own behalf, and on behalf of any heirs, agents, representatives, successors and assigns that I may have now or in the future.
I agree that this Release covers claims under the Civil False Claims Act (including any entitlement to share in any recovery by the United States) as well as any federal, state or local statute, regulation or common law doctrine regarding or relating to employment discrimination, terms and conditions of employment, or termination of employment including but not limited to, the following:
Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1866,
the Civil Rights Act of 1875, the Age Discrimination in EmploymentAct (ADEA),
the Equal Pay Act, the Older Workers Benefit Protection Act (OWBPA),
the Rehabilitation Act of 1973,
the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA),
the Employee Retirement Income Security Act of 1974 (ERISA);
state human rights or fair employment practices laws; breach of contract, whistleblower, promissory estoppel, defamation, employment negligence, or any other contract, tort or other legal theory; and rights in any welfare benefit plan or any pension or retirement plan sponsored by Employer. I further agree that this Release shall waive my right to begin or continue any proceeding under Employer’s Internal Dispute Resolution (IDR) policy. All claims that are covered by this Release are referred to as “released claim(s).”
@mf is this "hearsay" enough for you, huh!
"3. Release. In exchange for the consideration outlined above, I agree to release Employer from all claims, demands, actions
or liabilities I may have or may claim to have, known or unknown, against Employer of whatever kind, including but not limited to,
those which are related to my employment with Employer or the termination of that employment, up to and including the effective date
of this Release. I agree that this also releases from liability Employer's parent, subsidiary and affiliated corporations, their predecessors,
and each of their present or former agents, directors, officers, employees, representatives, shareholders, successors and assigns, whether
in their official or individual capacities. I agree that I have executed this Release on my own behalf, and on behalf of any heirs, agents,
representatives, successors and assigns that I may have now or in the future.
I agree that this Release covers claims under the Civil False Claims Act (including any entitlement to share in any recovery by
the United States) as well as any federal, state or local statute, regulation or common law doctrine regarding or relating to employment
discrimination, terms and conditions of employment, or termination of employment including but not limited to, the following: Title
VII of the Civil Rights Act of 1964, the Civil Rights Act of 1866, the Civil Rights Act of 1875, the Age Discrimination in Employment
Act (ADEA), the Equal Pay Act, the Older Workers Benefit Protection Act (OWBPA), the Rehabilitation Act of 1973, the Americans
with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act of 1974
(ERISA); state human rights or fair employment practices laws; breach of contract, whistleblower, promissory estoppel, defamation,
employment negligence, or any other contract, tort or other legal theory; and rights in any welfare benefit plan or any pension or
retirement plan sponsored by Employer. I further agree that this Release shall waive my right to begin or continue any proceeding under
Employer’s Internal Dispute Resolution (IDR) policy. All claims that are covered by this Release are referred to as “released claim(s).”
Name., typo correction
@mf Post your make, title and team here and then I will post the package. Since you are asking for it, I’m happy to share but I will not be receiving their threats for people asking anonymously.
@mf It’s not hearsay trust me. And will you pay for lawyers? Soon as you put it out, their evil lawyers come saying you are trying to get the remaining employees to quit! Ask any of your coworkers who have been laid off in 2026 to show you their paperwork.
@de Yeah but, evidence is required, not hearsay.
@kw I think HR has been monitoring how many of us are just hanging on for the severance packages. Demoralizing people with stories of almost no severance would inspire people to leave on their own and save the company a ton of money.
@kw My layoff was done in March and it matched what was said here. Before that they laid off coworkers in Dec 2025 and in Feb this year and they got the same terrible packages. Like someone said, they thrive on hiding information because it keeps employees from leaving them in large numbers. It’s also why losers are coming here to try and claim it isn’t true. All of this is provable.
@aa I pulled the severance info down a few weeks ago and it’s dated January 2026. They have to follow it. I’d fight them if they didn’t.
@d0 that’s what I was wondering too. I just pulled down the info
@h4 😆 nice try!
I'm the one who said in another post that I was in leadership and there are no layoffs in 2026. Don't worry about the layoff package. Your jobs are secure. Get off this site and do something productive.
@ct Not sure which; but you are either one of their terrible leaders heavily discussed on this site, or their thuggish attorneys. Anytime we see one like you, we know the thread has truth you intended to hide. 🎯 People are awakening, and that’s the antidote to indentured servitude and the mess that is UHG. 😉
@d0 If they put the truth on Sparq, employees could leave in droves. They like to keep people in the dark and “su---r-punch” them. That’s why it’s good to put yourself first, stay informed and learn from the experiences of others.
@ct Your thought process is exactly what’s wrong with the current world. Why do you think makes the economy great, Einstein? The Middle-Class! Support an imbalanced system that gives employers all the power and see where that road ends. Try negotiating anything with this evil demonic company and see how they react. Their lawyers are psychopaths.
@d0 they used to pay 2 weeks per year but that went to trash after Change Healthcare brought that breach that impacted thousands of customers. Not to mention lawsuits and other issues. They still choose to keep their very poor leaders, because like-attracts-like, and instead lay employees off instead. So most people are getting very bad packages now. They did have money to donate to that 250 event though, and to pay all these top heavy groups with managers, directors etc making 1.5x to over 2x employees salaries. Ridiculous company!
based on what I've seen in Spark that's not correct, the Severance details are on there with number of weeks by how long you've been there and level. Are they not using that?
@cn LOL negotiate a severance. It is a courtesy given to you by an employer. They are not required to pay you anything.
Negotiate the conditions of the severance., Don't sign if not happy with it .
Our leadership does not actually care about doing anything meaningful. Just building their brand.
We have AI podcasts being emailed to us that nobody watches. We have initiatives to build X amount of AI products. None of this is to expand our actual capabilities or improve the company. These are so people, like SD, can go on podcasts and brag about how many AI products were made under him (that he had actually 0 involvement in obviously, but other 'leaders' will lap it up).
The amount of money being burned in the name of building the brand of leaders so they can sell themselves to other companies should be considered criminal. You really have to wonder why shareholders allow this.
@c9 his heart is fuglier than that nasty mole he sports on his face 😈
@c4 that's more than number of years she would have worked.. jackpot
@c9 Wow, terrible. And he’s been here a while too.
@bs SD is a blister in the soul of humanity. Heartlessness, would rather someone work to death than let go of his bonus. His toxicity has spreadd to his peers and teams in IT. Total disgrace of a man
Those trainings are such a joke lol!
Andrew started around 2021 and left in 2025, that’s what the OP said.
@bs Good to know. Didn’t know Sandeep was problematic.
@bp I said he led for 4.5 years ago. I’ve been in this company for 15 years. His tenure was 4.5 years and started around 2021ish. Read what I said again!
Our severance packages are laughable. I have a neighbor who works for a huge corporation. They have layoffs as well. But- those employees get 2weeks per year of service plus 6 months of Cobra paid for. A friend of hers was laid off with last day of 6/1- she was with the company for 43 years. So do the math- 2 weeks x 43 years- that’s how many weeks severance she is receiving (86 weeks!). Amazing!
@aa You might be able to sue if you are in Minnesota. Check your state. It could be considered retaliation to not give the same severance package as others with same grade level and years of service.
"Minnesota Supreme Court’s Pine River State Bank v. Mettille decision — the foundational case on employee handbooks becoming contracts."
He hired Sandeep and I’ll never forgive him for that. For anything technology SD has been an absolute disaster with his 100x BS and AI forced stuff. AW was not that good.
@a6 True. UnitedHealth Group and Optum in particular could not care less about employees, careers or development. Everything is lip service for show.
Andrew Witty was fired in 2025, not 4.5 years ago.
@av this company peaked early 2021 in my opinion
The decline started long before Andrew left. Sure it's still getting worse but let's not pretend the culture wasn't deteriorating even under his leadership.
@aa Sorry to hear they lowered the package. That is a faction of what they were offering last year for that grade and years of experience.