What should a layoff announcement email include?

What is happening, how many roles, the reason, when affected people will be told, what support is offered, and where to ask questions. Keep it under 250 words.

Should the announcement come before or after the individual conversations?

After, or at the same time. Affected people should hear it from their manager first, never from a company-wide email.

Does an employer have to give notice before a layoff?

Often, yes. The federal WARN Act requires 60 days’ written notice of a plant closing or mass layoff at covered employers, and some states add their own rules. Check before you decide the date.

Should we offer outplacement?

It is common, and it helps people land faster and protects your employer brand with those who stay. Many employers offer it for 60 to 90 days.

Layoff announcement email to employees

The announcement should say what is happening in the first two sentences, then tell each person what happens next. Vague emails travel faster than the facts.

Subject: An important update about our company

Team,

Today I have difficult news. [reason, in plain words], and as a result we are eliminating [roles affected].

People whose roles are affected will hear [when affected people hear]. If you have not heard from your manager or HR by then, your role is not affected.

We are offering affected colleagues severance, health coverage information and job search support. These decisions were about roles and business needs, not about the quality of anyone’s work, and I am sorry for the impact on people who have given so much to [company].

I know this raises questions. Managers will be available today, and you can write to [who to ask] at any time. I will hold an all-hands tomorrow to answer what I can.

[your name and title]

Open in my email app

How to get it right

Tell people who is affected before you tell everyone else. Nobody should learn their job is gone from a company email.
Say plainly that affected people have already been told, and how the rest will know they are safe. It stops a day of fear.
Give the reason honestly and briefly. Avoid “rightsizing” and similar words; people read them as evasion.
Check notice rules before you send. A plant closing or mass layoff may require 60 days’ written notice under the federal WARN Act, and some states ask for more.
Prepare managers with a script and an FAQ first. The conversation matters more than the email.

Questions about this template

What should a layoff announcement email include?: What is happening, how many roles, the reason, when affected people will be told, what support is offered, and where to ask questions. Keep it under 250 words.
Should the announcement come before or after the individual conversations?: After, or at the same time. Affected people should hear it from their manager first, never from a company-wide email.
Does an employer have to give notice before a layoff?: Often, yes. The federal WARN Act requires 60 days’ written notice of a plant closing or mass layoff at covered employers, and some states add their own rules. Check before you decide the date.
Should we offer outplacement?: It is common, and it helps people land faster and protects your employer brand with those who stay. Many employers offer it for 60 to 90 days.

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