Imagine waking up, checking your inbox, and finding out your job no longer exists.
No warning. No meeting. Just a subject line that says everything and explains nothing.
For millions of Americans, this has become the new norm. According to Zety’s 2025 Layoff Experience Report, 57% of laid-off workers were notified via email or phone. Another 2% only realized they’d been let go when they suddenly lost access to internal systems, such as Slack or their company email.
That’s not just an HR misstep—it’s a cultural shift. And it begs the question: Is this really how we want to handle one of the most vulnerable moments in a person’s career?
The Cold Front of Layoffs
Zety surveyed nearly 1,000 U.S. workers who were laid off within the past two years. The results show an impersonal, but increasingly common approach to letting people go:
- 70% were laid off in the last six months
- 19% were laid off in just the past month
- 21% were completely blindsided
- Only 30% were informed face-to-face
The rest were told by:
- Email (29%)
- Phone call (28%)
- Video call (5%)
- Internal rumors (6%)
- System lockout (2%)
Indeed, this approach has been employed by major employers. Google drew public scrutiny after laying off hundreds of employees via email, with no direct meetings or personal contact. Entire teams learned of their termination when access to internal tools was cut off, according to CBS News. The move sparked backlash from workers who felt the company failed to uphold basic standards of transparency and respect.
Why Companies Are Doing This
Before we blame corporate leaders for lacking empathy, it’s worth acknowledging the reality: layoffs on this scale are hard to manage.
For companies with tens of thousands of employees—often spread across time zones and continents—communicating a workforce reduction face-to-face may not be practical. Legal advisors typically recommend announcing layoffs simultaneously to prevent leaks and ensure consistency. And in remote-first organizations, there may be no office to walk into or manager to meet with.
Still, the way the message is delivered matters. What’s efficient for leadership can feel dehumanizing to those on the receiving end. That disconnect can erode morale, trust, and even brand loyalty, both inside and outside the company.
“When layoffs are handled through email or a quick phone call, it sends a clear message to employees: you’re not worth the time for a real conversation,” said Jasmine Escalera, career expert at Zety. “While that may not be the intent, the impact is lasting.”
It’s Not Always About Performance
While the delivery is painful, so is the reason behind it. According to Zety:
- 54% of employers cited cost-cutting
- 45% cited company restructuring
- 44% pointed to poor financial performance
- Only 5% of workers believed their personal performance was the main reason
That disconnect matters. It reinforces what many laid-off employees already know: this isn’t about you—it’s about them.
And while some layoffs are inevitable in a turbulent economy, how they’re handled often speaks louder than the reasons behind them.
What Workers Want
So, what do workers say would make the experience better?
- 65% wanted a better severance package
- 64% asked for more career support
- 49% just wanted better communication
- 35% wished they had more advanced notice
And yet, despite the emotional toll, a surprising 90% said they’d consider returning to the company that laid them off. That willingness might stem from job market uncertainty, but it also suggests something deeper: employees don’t expect perfection, but they do value fairness.
What You Can Do, Before or After the Call Comes
Whether you’re bracing for a layoff or recovering from one, the best time to take control of your career is before someone else does. Escalera recommends these steps:
- Update your résumé and online profiles now. Don’t wait for a crisis to refresh your materials.
- Network while you’re still employed. Join industry groups, stay active on LinkedIn, and keep your name in the mix.
- Practice your story. Learn how to explain a layoff in interviews honestly, but without sounding bitter.
- Understand your exit rights. Request severance details in writing, and don’t hesitate to negotiate or seek legal counsel.
- Start learning. Whether it’s certifications, upskilling, or new platforms, be ready to pivot.
Financial educator Steve Cummings, founder of Budgets Make Cents, says being laid off—especially unexpectedly—can be emotionally disorienting. However, he emphasizes the importance of regaining financial control as soon as possible.
“Start with what you can control. Cut expenses immediately, secure your health insurance options, and know exactly how long your savings can carry you. Then shift your energy toward income recovery. Side gigs, freelancing, and tapping into your network can keep momentum going while you search for your next opportunity.”
Layoffs have long been a reality of working life—part of a business cycle that rises and falls with markets, mergers, and management decisions. But what’s changing is how they’re handled. Impersonal doesn’t have to mean careless, and operational efficiency doesn’t have to come at the expense of empathy.
If a company chooses to part ways with an employee by email, the least they can do is follow up with humanity.
