What to Say to Employees After a Layoff 2026 Guide

Laying off employees is one of the most stressful things a business owner can face. But what you say — and how you say it — matters the most. 

Layoff conversations are genuinely difficult for everyone in the room. There is no script that makes it painless, but there is a clear difference between handling this well and handling it poorly.

This article covers two things: 

1. What to say to the employees who are being let go
2. What to say to the employees who are staying

Getting both conversations right protects your team, your business, and your reputation.

Pathways Educational Services helps businesses support both departing employees through reskilling and remaining teams through upskilling. To learn more about our services, please reach out for a free consultation!

Why What You Say Matters So Much

The words you choose during a layoff affect trust in the moment and for months afterward. Employees talk. How you treat departing staff sends a clear message to everyone who stays.

Poor layoff communication is one of the leading causes of post-layoff turnover. When people feel the process was unfair or unclear, the remaining team starts to believe they’re next on the chopping block. They start updating their resumes, looking for new jobs, building a backup plan…

But that is a problem you can prevent.

There’s an inevitable guilt, anxiety, and uncertainty that remaining employees feel after colleagues are let go. 

If left unaddressed, it leads to disengagement, burnout, and eventually, more turnover. 

Employees who believe the process was handled fairly are significantly more likely to stay engaged and productive after downsizing.

Businesses that handle layoffs with transparency and genuine support recover faster and maintain stronger team morale.

Part One: What to Say to Employees Who Are Being Let Go

Prepare Before You Walk Into the Room

Do not wing this conversation. Rehearse a short script ahead of time and confirm all details with HR and legal before the meeting: the employee's last day, severance amount, benefits end date, and required notice period under Ontario's Employment Standards Act.

Have a written package ready to hand over that includes a severance summary, benefits information, next steps, and an HR contact name.

Choose a private setting with no interruptions and have an HR representative present.

Avoid scheduling layoff conversations on a Friday afternoon or just before a holiday. Support needs to be available immediately after the meeting, not 72 hours later.

What to Say: A Simple Manager Script

Getting to the point matters. Here is a straightforward framework you can adapt:

Get to the point right away: "I have some difficult news to share. Due to [brief business reason], we are eliminating your position effective [date]."

Make it clear this is not personal: "This is a business decision and not a reflection of your performance or the work you've done here."

Show genuine empathy: "I'm very sorry. I know this is hard news."

Give the practical details immediately: "Your last day is [date]. You'll receive [X weeks] of severance pay. Your health benefits will continue until [date], and HR will walk you through your options after that."

Tell them what support is available: "We are committed to supporting you through this transition. Here is exactly what we can offer you."

Open the floor: "What questions can I answer right now? I'm here to listen."

What Not to Say While Laying Off an Employee

Some phrases feel natural to say in the moment but land badly. Avoid these common mistakes when speaking with employees who are being let go:

"It's just business" — sounds cold, dismissive, and minimizes the person's loss
"You'll find something better soon" — feels patronizing even when meant kindly
"My hands were tied" — shifts blame and erodes trust
"We'll definitely bring you back" — never promise what you cannot guarantee
Vague corporate language like "rightsizing" without a plain explanation — it feels dehumanizing

Rule of thumb: if it sounds like something a robot would say, don't say it.

How to Handle Emotional Reactions

Some employees will be upset, quiet, or even angry. All of these reactions are normal and expected. Do not rush through the meeting or fill silence with false reassurances.

Use reflection language: "I can hear how upsetting this is." 
Offer a short break if needed and let the employee call a family member or a support person if they want to. 
Allow them to collect personal belongings with dignity — no escorting them out in front of the whole office.

The Offboarding Support You Should Be Offering

Telling someone they are laid off is only the first step. What you offer next defines how the experience ends — for them and for everyone watching.

Practical support to consider includes career coaching, resume help, interview preparation, and access to recruiter networks. Reskilling and education support is one of the most meaningful things you can offer. It gives departing employees a real path forward rather than just a cheque.

Offering this kind of support is also where Pathways Educational Services can step in. We have helped many employees find new, fulfilling career paths in the offboarding process. 

Part Two: What to Say to Current Employees After Layoffs

Talk to Your Team Quickly

The longer you wait to address remaining staff, the more rumours will fill the silence. Hold an all-hands or team meeting as soon as possible after affected employees have been notified.

Silence from leadership is often interpreted as a sign that more layoffs are coming. Even a brief, honest message the same day goes a long way toward preventing that fear from taking hold.

What to Cover in Your Team Address

Here is a strong opening to adapt for your own team:

"I know this has been a hard day for everyone. I want to be honest with you about what happened and what comes next. [Brief reason for layoffs.] This was not a decision we made lightly, and we are committed to supporting the colleagues who are leaving. For those of you who are staying, I want to address your questions and tell you where we are headed."

From there, make sure you cover:

1. Why the layoffs happened (in honest, plain language — no jargon)
2. What is changing and what is staying the same
3. How workloads will be managed to prevent burnout
4. What support is available (Employee Assistance Programs, counselling, team resources)
5. How and when you will follow up with more information

Acknowledge Post-Layoff Guilt and Anxiety

Employees who keep their jobs often feel guilt, worry, or grief for the colleagues who left.

When employers fail to manage this morale drop, the guilt and anxiety turns into disengagement, reduced productivity, and eventually, more turnover.

Validate these feelings openly: "It is completely normal to feel worried right now." Tell people where they can get support and follow through on that commitment. Your team needs to feel seen, not just informed.

Rebuild Confidence Through Action

Saying the right words means nothing if your actions don’t reflect them. Follow through and demonstrate to existing employees that you’re serious about providing the support they need. 

• Schedule regular check-ins with your team in the weeks following the layoff.
• Ask for feedback and show how it is influencing your decisions.
• Be visible and accessible as a leader — now is not the time to go quiet.
• Invest in your remaining team's growth. 

When employees see that the company is still investing in them, they feel more secure and motivated to stay. 

One of the most effective ways to show your remaining team you value them is to invest in their skills — and that is exactly where our upskilling program comes in.

How Pathways Educational Services Can Help

At Pathways Educational Services, we are a Ministry-inspected private educational institution with campuses in Kitchener and Guelph, Ontario. Our mission is to help people discover their educational path — and we work with employers to support their teams through exactly these kinds of transitions.

For Departing Employees

For departing employees, we offer professional development courses through trusted partners including Ed2Go, MindEdge, Alison (with over 5,000 free courses), and more.

Employees who are leaving can access reskilling and upskilling programs to pivot careers, build new credentials, or prepare for post-secondary education. This kind of support tells departing staff that you care about their future — not just your legal obligations.

For Remaining Employees

For remaining employees, our professional development programs cover a wide range of skills: digital literacy, Microsoft Office, leadership, time management, and more.

Courses are flexible and self-paced, which means your team can keep learning without disrupting work schedules. A free one-on-one consultation with one of our guidance counsellors helps employers and employees choose the right program from the start. To get a broader sense of which soft skills matter most in the workplace, our team can help identify the most impactful areas for your people to develop.

We serve the Kitchener-Waterloo-Guelph region and we would be glad to help you set up offboarding or team upskilling support. Reach us via our contact page or call 519-772-1477.

Frequently Asked Questions

What should I say first when laying off an employee? 

Get to the point right away. Open by clearly stating that the position is being eliminated and give the reason in plain language. Delaying the news with small talk makes the conversation more painful for everyone.

How soon should I talk to remaining employees after a layoff? 

As soon as possible — ideally the same day. Waiting even a day or two allows rumours to spread and anxiety to build. A short, honest message from leadership right away is far better than a polished one that comes too late.

What is survivor syndrome at work and how do I address it? 

Survivor syndrome refers to the guilt, anxiety, and stress that remaining employees often feel after colleagues are laid off. You can address it by openly acknowledging that these feelings are normal, checking in with your team regularly, and connecting employees with available support like an Employee Assistance Program.

Am I legally required to offer severance in Ontario? 

Under Ontario's Employment Standards Act, most employees who are let go are entitled to notice or pay in lieu of notice, and in some cases, severance pay. The requirements depend on the length of employment and the size of the employer. You should confirm the specifics with an employment lawyer or HR professional before any layoff meeting.

How does reskilling support benefit my business during a layoff? 

Offering reskilling support to departing employees reduces legal risk, protects your employer brand, and demonstrates genuine care for the people who worked for you. It also signals to remaining employees that the company values its people — which directly supports morale and retention after a difficult period.