Layoffs: Do’s and Don’ts
- Mariam Huss
- Mar 12
- 3 min read
The other day, a friend of mine called me in a panic. Let’s call him Jake. He had just been laid off from his company after five years of hard work. The news blindsided him. He didn’t see it coming, and worse, he was let go in a way that left him feeling disrespected and discarded.
Layoffs happen. They are a brutal reality of the workplace, especially in uncertain economic times. But how they are handled—both by the employer and the employee—can make all the difference.
Do’s and Don’ts for Employers
As a company, layoffs should be the last resort, not the first response to financial trouble. If you must go down this road, do it with dignity and professionalism.
DO:
Communicate early and transparently. If layoffs are on the horizon, be honest. Employees aren’t naive—they can sense when things are shaky. Keeping them in the dark only fuels anxiety and resentment.
Be direct but compassionate. No one wants to hear a long-winded corporate speech about “realigning business priorities.” Be clear about the decision while acknowledging the human impact.
Offer support. Severance packages, career coaching, and references can make a difference in helping employees transition. Even an offer to review resumes or write LinkedIn recommendations shows goodwill.
DON’T:
Spring it on employees with no warning. A sudden termination with no prior conversation is a surefire way to damage morale and your company’s reputation.
Make it impersonal. Firing someone over email or a mass Zoom call is unacceptable. A one-on-one conversation, even if virtual, is the minimum standard of respect.
Ignore the remaining employees. Survivors of a layoff often feel anxious and guilty. Acknowledge their concerns, answer their questions, and reinforce stability moving forward.
Do’s and Don’ts for Employees
If you’ve been laid off, the first instinct may be panic, anger, or even shame. Take a breath. You are not alone, and this moment does not define your worth or career trajectory.
DO:
Ask for details. Get clarity on why you were let go, what severance (if any) you’re entitled to, and whether benefits like healthcare will continue for a period.
Negotiate where possible. If you’ve been a strong performer, there may be room for a better severance package or extended benefits. It doesn’t hurt to ask.
Stay professional. No matter how unfair it feels, burning bridges won’t help. Maintain composure and exit with grace—you never know when paths will cross again.
Leverage your network. Reach out to former colleagues, mentors, and friends. Many job opportunities come through personal connections rather than online applications.
DON’T:
Take it personally. Layoffs are usually about business decisions, not individual performance. Don’t let it define your self-worth.
Trash your employer online. Venting on social media might feel good in the moment, but it can hurt future job prospects. Recruiters check these things.
Rush into the first job offer out of fear. Take time to assess your options and ensure your next role is the right fit.
Layoffs Are Hard, But How You Handle Them Matters
Whether you’re an employer or an employee, layoffs are never easy. But they don’t have to be cruel, chaotic, or career-ending. If handled with transparency, respect, and strategy, they can be a stepping stone rather than a stumbling block.
Have you experienced a layoff—either as an employer or employee? How was it handled?
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