Job loss is never easy, but new data reveals that for many U.S. workers, it's also surprisingly cold and impersonal. Zety’s 2025 Layoff Experience Report, a survey of 1,000 recently laid-off American workers, sheds light on the often-sudden nature of job termination, the detached ways companies are delivering the news, and the emotional and professional fallout for employees.
The report paints a stark picture of widespread layoffs, with 70% of respondents having lost their jobs in the past six months, and nearly one in five in the last month alone. Perhaps more striking than the recent frequency of layoffs, however, is how the terminations are taking place: 29% received the news via email, and another 28% by phone call. Only 30% had the benefit of a face-to-face meeting. For 2%, the first sign of layoff was losing access to company systems—a silent, digital dismissal. According to the report’s authors, this trend towards remote and impersonal terminations, while convenient for businesses, significantly erodes trust and can leave lasting negative impressions.
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When it comes to the “why,” the vast majority of layoffs are driven by broader organizational shifts rather than individual performance. Cost-cutting (54%), company restructuring (45%), and poor financial performance (44%) emerged as the top reasons. A mere 5% of laid-off workers believed their personal performance was the primary cause, underscoring that these are systemic issues, not personal failings. The study’s authors argue that these findings challenge the stigma often associated with job loss and emphasize the importance of career resilience for employees.
The impact of these layoffs is profound. While 21% of respondents were completely blindsided by the news, the quality of the severance experience played a significant role in how the layoff was received. 65% wished for a better severance package, and 64% sought more career support from their former employers.
Despite these grievances, 90% said they’d consider returning to their former employer, suggesting that fair and transparent handling of layoffs, even if difficult, can preserve future talent pipelines. The report concludes that while job loss may be inevitable, companies have a critical opportunity to manage layoffs with greater clarity, empathy, and support, benefiting both employees and their own reputations.
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