{"id":5463,"date":"2018-10-18T10:32:29","date_gmt":"2018-10-18T17:32:29","guid":{"rendered":"http:\/\/blog.careerarc.com\/blog\/?p=5463"},"modified":"2026-01-27T09:31:12","modified_gmt":"2026-01-27T17:31:12","slug":"layoff-survival-checklist","status":"publish","type":"post","link":"https:\/\/www.intoo.com\/us\/blog\/layoff-survival-checklist\/","title":{"rendered":"Employer Layoff Checklist: Everything You Need to Know"},"content":{"rendered":"\n[et_pb_section fb_built=&#8221;1&#8243; admin_label=&#8221;section&#8221; _builder_version=&#8221;4.16&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; da_is_popup=&#8221;off&#8221; da_exit_intent=&#8221;off&#8221; da_has_close=&#8221;on&#8221; da_alt_close=&#8221;off&#8221; da_dark_close=&#8221;off&#8221; da_not_modal=&#8221;on&#8221; da_is_singular=&#8221;off&#8221; da_with_loader=&#8221;off&#8221; da_has_shadow=&#8221;on&#8221; da_disable_devices=&#8221;off|off|off&#8221;][et_pb_row admin_label=&#8221;row&#8221; _builder_version=&#8221;4.21.0&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; sticky_enabled=&#8221;0&#8243;][et_pb_column type=&#8221;4_4&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221; theme_builder_area=&#8221;post_content&#8221;][et_pb_text _builder_version=&#8221;4.21.0&#8243; _module_preset=&#8221;default&#8221; theme_builder_area=&#8221;post_content&#8221; hover_enabled=&#8221;0&#8243; sticky_enabled=&#8221;0&#8243;]<p><span style=\"font-weight: 400;\">Communicating layoffs is never an easy task. Delivering the news to exiting employees, remaining employees, and to the public requires detailed preparation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What happens after you\u2019ve completed the <\/span><a href=\"https:\/\/resources.intoo.com\/outplacement\/intoo-outplacement-layoff-notification-guide?utm_source=website&amp;utm_medium=blog\"><span style=\"font-weight: 400;\">layoff notification meeting<\/span><\/a><span style=\"font-weight: 400;\">?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The effects of a layoff last far beyond the notification date, impacting employees who transition out of your workforce and employees who remain; turnover and talent poaching are common challenges following a downsize. <a href=\"https:\/\/www.intoo.com\/us\/blog\/rif-layoff-furlough-termination-differences\/\">Reductions-in-force<\/a> can also pose risk to your reputation and cost you a chance at acquiring quality job candidates and loyal customers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This checklist is designed to guide you through the aftereffects of a downsize and prepare you for the post-layoff risks to your talent, employer brand, consumer brand, and more.<\/span><\/p>[\/et_pb_text][et_pb_button button_text=&#8221;Layoffs? Be sure to support remaining employees. Consider these 4 key areas.&#8221; _builder_version=&#8221;4.21.0&#8243; _module_preset=&#8221;default&#8221; theme_builder_area=&#8221;post_content&#8221; button_url=&#8221;https:\/\/resources.intoo.com\/featured-content\/intoo-after-the-layoff-how-to-support-remaining-employees?utm_source=website-blog&#038;utm_medium=direct&#038;utm_campaign=layoff-survival-checklist-button&#8221; url_new_window=&#8221;on&#8221; hover_enabled=&#8221;0&#8243; sticky_enabled=&#8221;0&#8243; custom_margin=&#8221;35px||||false|false&#8221;][\/et_pb_button][et_pb_text admin_label=&#8221;Text&#8221; _builder_version=&#8221;4.21.0&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; theme_builder_area=&#8221;post_content&#8221; sticky_enabled=&#8221;0&#8243;]<h2><span style=\"font-weight: 400;\">Manage Your Remaining Employees<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">News of a separation event spur anxiety about the future, and concerns about short- and long-term changes. Emotions run high across all levels of the organization, many may experience grief over losing colleagues and friends to the downsize. The best strategy to keep employees engaged and to rebuild their trust is to prepare clear message points and action items specifically for those who remain.<\/span><\/p>\n<p><b>Be prepared to:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Address the same <\/span><a href=\"http:\/\/www.intoo.com\/us\/blog\/communicating-layoffs-to-remaining-employees-steps\/?utm_source=website&amp;utm_medium=blog&amp;utm_campaign=\"><span style=\"font-weight: 400;\">company-wide message<\/span><\/a><span style=\"font-weight: 400;\"> to all employees as soon as possible after the event.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have a script ready in order to convey all of the necessary information.\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep your message consistent across all employees.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Discuss workloads, changes, etc.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Thank employees for their support both those who are leaving the organization and those staying.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be accessible for questions. This is a very stressful time for all employees so try to anticipate questions ahead of time and have the answers to those questions.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Understand and address concerns of remaining employees.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Remember: They may be losing friends, so be empathetic.\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not make promises.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Managing Your Competitors: Anti-Poaching Strategy<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Talent poaching refers to hiring current or former employees from a competitor or similar organization. Competitors are energized by a company\u2019s lack of focus on engagement, and as a result, at the sign of vulnerability, they increase their efforts to take top talent and clients away from the competition. Designing an Anti-Poaching Strategy will help create an environment that is resistant to turnover.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Consider aggressive counter-offer measures to keep top talent.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Craft strong messaging to competitors stating that your organization does not take talent poaching lightly.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Coach, mentor, and work with employees to ease their fears, answer questions, and reduce anxiety.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Rumor busting! It\u2019s important to discredit rumors that are being thrown around when you\u2019re having a layoff or merger. Communicate the vision for the future, and be transparent.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Retain Existing Employees as Customers<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The way you treat employees who exit the organization leaves a lasting impression on those employees and those who remain and witness that treatment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In a recent <\/span><a href=\"http:\/\/resources.intoo.com\/outplacement\/intoo-employer-branding-study?utm_source=website&amp;utm_medium=blog\"><span style=\"font-weight: 400;\">INTOO Employer Branding Study<\/span><\/a><span style=\"font-weight: 400;\">, we surveyed 1,100 professionals and found insights as to what happens to employee perception after a layoff:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">80% of employees say they would consider switching jobs if they witnessed their colleagues suffer poor treatment or management at work.\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Employees who were provided outplacement after a layoff are 3x more likely to continue purchasing that company\u2019s offerings after the separation event.<\/span><\/li>\n<\/ul>\n<p><b>Maintain Top Talent By:<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep communications open. (e.g. provide an open door policy)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have one-on-one meetings to share the company\u2019s vision and answer questions.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Consider incentives. (e.g. bonus packages to be paid later, but earned during the time of layoffs\/merger\/acquisition.) Administer performance-based incentives.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Maintain respectful relationships. Relationships don\u2019t abruptly end; they change.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide adequate severance when possible.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide <\/span><a href=\"http:\/\/www.intoo.com\/us\/solutions\/outplacement\/?utm_source=website&amp;utm_medium=blog&amp;utm_campaign=\"><span style=\"font-weight: 400;\">outplacement services<\/span><\/a><span style=\"font-weight: 400;\"> to help exiting employees land new roles more quickly.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Implement an avenue for feedback (e.g. exit interview).<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Protecting Your Employer Brand<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Today, social media and employee reviews have a large influence on a company\u2019s reputation. 87% of job seekers said that they would be less likely to apply for a job at the company after reading employee reviews of poorly conducted terminations or layoffs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Moreover, we found that a candidate\u2019s experience throughout the application process factors into their purchasing decisions. 64% of respondents in our Employer Branding Study have switched brands or stopped purchasing products from companies tarnished by news of poor employee treatment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, our data also revealed an effective resource that helps prevent negative reviews post-layoff: 38% of employees who were provided outplacement services\u2014an employee\u00a0 benefit given to laid-off employees that helps them transition back into the workforce\u2014were less likely to harbor negative perceptions of their former employer, and thus less likely to share a negative review.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Please refer to these tips as guidelines and best practices, and be sure to consult with existing protocols and legal counsel.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Don\u2019t miss an important step in your Reduction in Force process. <\/span><a href=\"http:\/\/resources.intoo.com\/outplacement\/rif-checklist?utm_source=whitepaper&amp;utm_medium=blog&amp;utm_campaign=layoff-survival-checklist\"><b>Download our Reduction In Force (RIF) Checklist<\/b><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One important step in the RIF process is offering outplacement. INTOO <\/span><span style=\"font-weight: 400;\">helps employers protect employer brand and do right by their workforce by transitioning employees to land their next job 2.5 times faster than the national average time it takes to find employment. Designed for employees of all levels, industries, and backgrounds, INTOO&#8217;s coaching-first, award-winning online platform accelerates career transition by connecting candidates with career coaches faster and by providing personalized guidance for each individual. <\/span><a href=\"http:\/\/www.intoo.com\/us\/demo\/?utm_source=website&amp;utm_medium=blog&amp;utm_campaign=\"><b>Learn more<\/b><\/a><span style=\"font-weight: 400;\"> by scheduling a demo.<\/span><\/p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"<p>Communicating layoffs is never an easy task. Delivering the news to exiting employees, remaining employees, and to the public requires detailed preparation. What happens after you\u2019ve completed the layoff notification meeting? The effects of a layoff last far beyond the notification date, impacting employees who transition out of your workforce and employees who remain; turnover [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":5921,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<span style=\"font-weight: 400;\">Communicating layoffs is never an easy task. Delivering the news to exiting employees, remaining employees, and to the public requires detailed preparation.<\/span>\n\n<span style=\"font-weight: 400;\">What happens after you\u2019ve completed the <\/span><a href=\"https:\/\/resources.intoo.com\/outplacement\/intoo-outplacement-layoff-notification-guide?utm_source=website&amp;utm_medium=blog\"><span style=\"font-weight: 400;\">layoff notification meeting<\/span><\/a><span style=\"font-weight: 400;\">?<\/span>\n\n<span style=\"font-weight: 400;\">The effects of a layoff last far beyond the notification date, impacting employees who transition out of your workforce and employees who remain; turnover and talent poaching are common challenges following a downsize. <a href=\"https:\/\/www.intoo.com\/us\/blog\/rif-layoff-furlough-termination-differences\/\">Reductions-in-force<\/a> can also pose risk to your reputation and cost you a chance at acquiring quality job candidates and loyal customers.<\/span>\n\n<span style=\"font-weight: 400;\">This checklist is designed to guide you through the aftereffects of a downsize and prepare you for the post-layoff risks to your talent, employer brand, consumer brand, and more.<\/span>\n<h2><span style=\"font-weight: 400;\">Manage Your Remaining Employees<\/span><\/h2>\n<span style=\"font-weight: 400;\">News of a separation event spur anxiety about the future, and concerns about short- and long-term changes. Emotions run high across all levels of the organization, many may experience grief over losing colleagues and friends to the downsize. The best strategy to keep employees engaged and to rebuild their trust is to prepare clear message points and action items specifically for those who remain.<\/span>\n\n<b>Be prepared to:<\/b>\n<ul>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Address the same <\/span><a href=\"http:\/\/www.intoo.com\/us\/blog\/communicating-layoffs-to-remaining-employees-steps\/?utm_source=website&amp;utm_medium=blog&amp;utm_campaign=\"><span style=\"font-weight: 400;\">company-wide message<\/span><\/a><span style=\"font-weight: 400;\"> to all employees as soon as possible after the event.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have a script ready in order to convey all of the necessary information.\u00a0\u00a0<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep your message consistent across all employees.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Discuss workloads, changes, etc.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Thank employees for their support both those who are leaving the organization and those staying.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be accessible for questions. This is a very stressful time for all employees so try to anticipate questions ahead of time and have the answers to those questions.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Understand and address concerns of remaining employees.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Remember: They may be losing friends, so be empathetic.\u00a0\u00a0<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not make promises.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Managing Your Competitors: Anti-Poaching Strategy<\/span><\/h2>\n<span style=\"font-weight: 400;\">Talent poaching refers to hiring current or former employees from a competitor or similar organization. Competitors are energized by a company\u2019s lack of focus on engagement, and as a result, at the sign of vulnerability, they increase their efforts to take top talent and clients away from the competition. Designing an Anti-Poaching Strategy will help create an environment that is resistant to turnover.<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Consider aggressive counter-offer measures to keep top talent.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Craft strong messaging to competitors stating that your organization does not take talent poaching lightly.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Coach, mentor, and work with employees to ease their fears, answer questions, and reduce anxiety.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Rumor busting! It\u2019s important to discredit rumors that are being thrown around when you\u2019re having a layoff or merger. Communicate the vision for the future, and be transparent.<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Retain Existing Employees as Customers<\/span><\/h2>\n<span style=\"font-weight: 400;\">The way you treat employees who exit the organization leaves a lasting impression on those employees and those who remain and witness that treatment.<\/span>\n\n<span style=\"font-weight: 400;\">In a recent <\/span><a href=\"http:\/\/resources.intoo.com\/outplacement\/intoo-employer-branding-study?utm_source=website&amp;utm_medium=blog\"><span style=\"font-weight: 400;\">INTOO Employer Branding Study<\/span><\/a><span style=\"font-weight: 400;\">, we surveyed 1,100 professionals and found insights as to what happens to employee perception after a layoff:<\/span>\n<ul>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">80% of employees say they would consider switching jobs if they witnessed their colleagues suffer poor treatment or management at work.\u00a0\u00a0<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Employees who were provided outplacement after a layoff are 3x more likely to continue purchasing that company\u2019s offerings after the separation event.<\/span><\/li>\n<\/ul>\n<b>Maintain Top Talent By:<\/b>\n<ul>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep communications open. (e.g. provide an open door policy)<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Have one-on-one meetings to share the company\u2019s vision and answer questions.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Consider incentives. (e.g. bonus packages to be paid later, but earned during the time of layoffs\/merger\/acquisition.) Administer performance-based incentives.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Maintain respectful relationships. Relationships don\u2019t abruptly end; they change.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide adequate severance when possible.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Provide <\/span><a href=\"http:\/\/www.intoo.com\/us\/solutions\/outplacement\/?utm_source=website&amp;utm_medium=blog&amp;utm_campaign=\"><span style=\"font-weight: 400;\">outplacement services<\/span><\/a><span style=\"font-weight: 400;\"> to help exiting employees land new roles more quickly.<\/span><\/li>\n \t<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Implement an avenue for feedback (e.g. exit interview).<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">Protecting Your Employer Brand<\/span><\/h2>\n<span style=\"font-weight: 400;\">Today, social media and employee reviews have a large influence on a company\u2019s reputation. 87% of job seekers said that they would be less likely to apply for a job at the company after reading employee reviews of poorly conducted terminations or layoffs.<\/span>\n\n<span style=\"font-weight: 400;\">Moreover, we found that a candidate\u2019s experience throughout the application process factors into their purchasing decisions. 64% of respondents in our Employer Branding Study have switched brands or stopped purchasing products from companies tarnished by news of poor employee treatment.<\/span>\n\n<span style=\"font-weight: 400;\">However, our data also revealed an effective resource that helps prevent negative reviews post-layoff: 38% of employees who were provided outplacement services\u2014an employee\u00a0 benefit given to laid-off employees that helps them transition back into the workforce\u2014were less likely to harbor negative perceptions of their former employer, and thus less likely to share a negative review.\u00a0\u00a0<\/span>\n\n<span style=\"font-weight: 400;\">Please refer to these tips as guidelines and best practices, and be sure to consult with existing protocols and legal counsel.<\/span>\n\n<span style=\"font-weight: 400;\">Don\u2019t miss an important step in your Reduction in Force process. <\/span><a href=\"http:\/\/resources.intoo.com\/outplacement\/rif-checklist?utm_source=whitepaper&amp;utm_medium=blog&amp;utm_campaign=layoff-survival-checklist\"><b>Download our Reduction In Force (RIF) Checklist<\/b><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span>\n\n<span style=\"font-weight: 400;\">One important step in the RIF process is offering outplacement. INTOO <\/span><span style=\"font-weight: 400;\">helps employers protect employer brand and do right by their workforce by transitioning employees to land their next job 2.5 times faster than the national average time it takes to find employment. Designed for employees of all levels, industries, and backgrounds, INTOO's coaching-first, award-winning online platform accelerates career transition by connecting candidates with career coaches faster and by providing personalized guidance for each individual. <\/span><a href=\"http:\/\/www.intoo.com\/us\/demo\/?utm_source=website&amp;utm_medium=blog&amp;utm_campaign=\"><b>Learn more<\/b><\/a><span style=\"font-weight: 400;\"> by scheduling a demo.<\/span>","_et_gb_content_width":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[68,69,15,19],"tags":[116,44,92,63,117,118,119],"class_list":["post-5463","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-branding","category-featured","category-hr","category-outplacement","tag-downsizing","tag-hr","tag-layoff","tag-outplacement","tag-reduction-in-force","tag-rif","tag-termination"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Layoff Checklist For Employers (2026)<\/title>\n<meta name=\"description\" content=\"Communicating layoffs is never easy. Read this checklist to help guide you through the aftereffects of a downsize and prepare you for post-layoff risks.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.intoo.com\/us\/blog\/layoff-survival-checklist\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Layoff Checklist For Employers (2026)\" \/>\n<meta property=\"og:description\" content=\"Communicating layoffs is never easy. 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