Being laid off is never easy. It brings uncertainty, stress, and a whirlwind of questions about the future. But wouldn’t it be just a little easier if you could spot the warning signs before it happens?
Thankfully, a former HR professional shared subtle indicators that your company might be preparing for layoffs. Their detailed insights have been widely praised online for being practical and eye-opening. Keep reading to learn the key signs and what you can do to prepare.
Being laid off without warning can be a stressful and frightening experience for anyone
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A knowledgeable HR professional shared a detailed guide outlining key signs that layoffs could happen
The former HR professional highlighted early warning signs such as changes in tone, hints of rightsizing, and other subtle cues
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There are also indicators that layoffs might happen in the near future, like senior staff resigning or transferring unexpectedly
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Immediate red flags include managers holding mysterious or unannounced meetings with employees
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Losing access to your work email is often a final, definitive sign according to the HR expert
The author also shared proactive steps employees can take when they suspect layoffs may be imminent
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They emphasized actions to avoid, like panicking or making hasty career decisions
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The post discussed how some employees survive layoffs and may experience survivor’s guilt
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Survivor’s guilt can leave employees who didn’t lose their jobs feeling anxious, overwhelmed, and emotionally drained, even though they technically “survived” the layoffs
2025 has been a turbulent year for workers across industries. Massive layoffs have swept through major tech giants, retail chains, and service sectors. According to a report by Challenger, Gray & Christmas, U.S. employers cut more than 150,000 jobs in October alone—making it the largest October job reduction in over two decades. Tech companies led the wave, with retailers and service providers close behind.
A large part of this downsizing is being driven by rapid advances in AI, which has reshaped how companies operate and where they choose to invest their budgets. But that’s not the only factor. Slowing consumer demand, reduced corporate spending, and rising operational costs have all pushed businesses into cost-cutting mode, leading to hiring freezes and widespread workforce reductions.
Layoffs don’t just affect the people who lose their jobs, they ripple through entire workplaces. If you’re one of the employees who remained, you may feel relieved, but you may also struggle with a strange mix of guilt and discomfort. This “survivor’s guilt” is more common than people realize, and it can hit just as hard as the layoffs themselves.
Layoff survivor guilt is the heavy mix of emotions people feel when they keep their job while coworkers around them are let go. It’s an unsettling blend of relief, sadness, and a strange sense of unfairness. You’re glad you still have a paycheck, but you can’t shake the thought that someone else didn’t get as lucky. This emotional conflict can sit with you for weeks, sometimes months. It can make the workplace feel different, even if nothing changes on paper. Many people describe it as a sudden awareness of how fragile job security can be. And once you feel it, it becomes difficult to just “carry on” as if nothing happened.
Another big part of survivor guilt comes from empathy. You think about what they might be facing now: the anxiety, the job hunt, the financial pressure. Even if you weren’t best friends, you still feel a responsibility because you shared a workspace and a routine. And if it was someone close—a work bestie, lunch buddy, or teammate you relied on—the guilt can hit even harder. It hurts to watch someone else’s life change overnight while yours stays the same.
Alongside guilt is another powerful emotion: fear. After seeing others lose their jobs, it’s natural to worry that you might be next. Every new email notification feels suspicious, and every calendar invite from leadership raises your heart rate. The thought, “What if my turn is coming?” lives in the back of your mind. Even casual conversations with managers start to feel like assessments. This fear can drain your mental energy and make the work environment feel unpredictable. It’s a quiet pressure that follows you throughout the day.
There’s also the nagging thought that the process wasn’t entirely fair. Layoffs often feel random, even when companies insist they aren’t. You might wonder why you were kept instead of someone who worked longer, harder, or was more skilled. That internal questioning creates a sense of undeserved privilege. It blurs your confidence and makes you replay the decision in your head, even though it wasn’t yours to make. This moral discomfort can linger, making it hard to feel fully secure in your position. It becomes a constant mental tug-of-war between logic and emotion.
Employers should make an active effort to help their remaining staff feel supported, valued, and secure during transitions, so the workplace doesn’t become a source of constant stress
Surviving employees also tend to face bigger workloads once the dust settles. With fewer hands on deck, responsibilities increase almost overnight. Suddenly you’re doing the job of two people, maybe three, without a new title or salary bump. The company expects things to continue running smoothly, but the reality is far more exhausting. This extra pressure can lead to burnout—both physical and emotional. It’s hard to stay motivated when your effort skyrockets and your recognition stays exactly the same.
So what can someone do when they’re stuck with these emotions? One helpful step is having an open, honest conversation with your direct manager. Not to complain, but to gain clarity. Understanding expectations, workload adjustments, and future plans can ease a lot of anxiety. Transparency can help restore a sense of stability. It’s also a reminder that you’re not alone in navigating the changes.
Another meaningful way to cope is by investing in yourself. Upskilling, whether through online courses, certifications, or learning new tools, gives you back a sense of control. It prepares you emotionally and professionally in case future layoffs do happen. Plus, personal growth builds confidence, which can counterbalance survivor guilt. Knowing you’re expanding your abilities makes the uncertainties feel less intimidating. You’re not waiting helplessly; you’re preparing.
Companies share responsibility too. It’s not just up to employees to manage the emotional fallout. Thoughtful organizations check in with their remaining staff, offer resources, and communicate honestly. They focus on retention rather than squeezing extra work out of fewer people. Small gestures—like recognition, workload adjustments, or temporary bonuses—can make a massive difference. When companies support their workers, morale recovers faster.
At the end of the day, survivor guilt is a very human response to an unsettling situation. It reflects empathy, fairness, and the desire to see everyone treated well. While it takes time to work through, it does get easier when people feel heard, supported, and valued. With the right tools, transparency, and communication, employees can regain their footing and move forward with confidence.
Layoff discussions are never pleasant, yet posts like these can be genuinely useful in helping people prepare emotionally and professionally before the news arrives. They offer perspective, reduce the element of shock, and remind employees that subtle signs often appear long before announcements are made. As for your thoughts, do any of these warning signs feel familiar to you, or have you ever witnessed similar patterns in your workplace?
Readers praised the post, saying the tips and insights were highly accurate and practical
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