Layoff checklist 2026

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The document is a checklist for preparing for layoffs, outlining key considerations such as reasons for the layoff, number of employees affected, criteria for selection, layoff policies including severance and benefits, advance notice procedures, voluntary separation options, and outplacement services. It emphasizes the importance of documenting activities related to the layoffs and suggests additional measures like hiring freezes and early retirement incentives.

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Click ‘Get Form’ to open the layoff checklist in the editor.
Begin by filling out the 'Reason(s) for the layoff' section. Clearly articulate the rationale behind the decision, ensuring transparency.
In the 'Number of people involved' field, specify how many employees will be affected by the layoff.
Detail the 'Departments involved' to identify which areas of your organization will be impacted.
For 'Layoff criteria', outline specific factors such as performance, seniority, or job elimination that will guide your decisions.
Complete the 'Layoff policy' section by stating severance pay and any other compensation details.
Indicate how much advance notice will be given and through what means in the 'Advance notice' section.
If applicable, include information on voluntary separation options and any severance packages offered.
Review company property possession for affected employees and document this in the relevant section.
Ensure benefits arrangements are made by consulting with your HR team regarding medical coverage and other benefits.

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Got questions?

We have answers to the most popular questions from our customers. If you can't find an answer to your question, please contact us.

Is a 10% layoff big?

But a 10% layoff shouldnt confer messages of a financially strapped business. Consider the average annual employee attrition in a startup ranges between 13% and 25%. A 10% reduction-in-force (RIF) is less than the quantum of employees the business would have expected to lose throughout the year.

What is the 10% layoff rule?

Jack Welchs 10% Rule is one of the most infamous management strategies in corporate history. Lay off the bottom 10% of performers every year, no matter what.

What is the rule of 70 for layoffs?

Your termination will be considered due to Retirement only if you terminate your employment with the Company or a Related Company at any time after your age plus your years of employment with the Company or a Related Company total 70 or greater (Rule of 70).

Who typically gets laid off first?

Avoid making empty promises During a layoff conversation, employees often seek assurance about their future. While being empathetic is essential, its equally crucial to avoid making promises that cannot be kept. Employees may ask about the possibility of being rehired or other future opportunities within the company.

What is the typical severance for layoffs?

WARN Act - Overview. The WARN Act requires employers to give 60-days notice before a mass layoff, plant closure, or relocation. Employers must notify employees and both state and local representatives. This helps workers prepare for job loss, find new jobs, or train for new opportunities.