Reference letter for a laid-off employee
A good letter says the role ended for business reasons and what the person did well. It costs you a paragraph and helps them land.
To whom it may concern, [employee’s name] worked at [company] as [their role] from [dates of employment]. Their position was eliminated as part of a company-wide reduction in force. It was a business decision and not a reflection of their performance. In my time as their manager, I valued [two or three real strengths]. I would gladly work with [employee’s name] again. I am happy to speak with any employer who is considering [employee’s name]. You can reach me at [your email or phone]. Sincerely, [your name and title]
How to get it right
- Offer it at the layoff meeting. It is the single most useful thing a manager can give a laid-off employee.
- Say the role was eliminated for business reasons, in the first paragraph. It tells every reader this is not a performance story.
- Keep every statement true and specific. A vague glowing letter reads as a form letter.
- Check your company’s reference policy first. Some employers confirm only dates and title; ask HR before you promise more.
Questions about this template
- Should employers give a reference to laid-off employees?
- When the layoff was not about performance and your policy allows it, yes. It is a low-cost kindness that helps people land and protects your employer brand.
- What if our policy is to confirm only dates and title?
- Follow it, and say so plainly. You can still give a personal reference from a named manager if the policy permits one.
- What should a reference letter say about a layoff?
- That the position was eliminated for business reasons and not performance, followed by two or three honest strengths.
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