As the global workplace continues to evolve in the post-pandemic era, a new study suggests a dramatic shift in how organizations deliver one of the most difficult messages in corporate life — the layoff notice.
According to the 2025 Layoff Experience Report published by career platform Zety, a majority of employees — 57% — were informed of their termination via email or phone, bypassing traditional in-person conversations. The report, which surveyed more than 1,000 individuals laid off in the past two years, underscores a growing reliance on remote and impersonal communication in corporate downsizing strategies.
Only 30% of respondents reported being laid off in face-to-face meetings. Meanwhile, 29% said they were informed via email, 28% by phone, 5% through video calls, and a small but notable 6% discovered their impending job loss through internal leaks or rumors before receiving official confirmation.
Disconnected at Goodbye: The Human Cost of Efficiency
The shift to remote terminations reflects broader trends in hybrid work and digital communication. However, experts warn that while efficient, these methods can strip the process of empathy and damage employer-employee trust.
“Layoffs are not just operational decisions; they are deeply personal moments in an employee’s career,” said Jasmine Escalera, a career coach affiliated with Zety. “Using email or a quick phone call to deliver such life-altering news undermines dignity and reflects poorly on company values.”
The report found that 70% of layoffs occurred within the last six months — evidence of continued economic uncertainty and corporate restructuring. Nearly 20% of respondents said they had lost their jobs in just the past month, suggesting a rapid acceleration in workforce reductions.
Cost-Cutting and Consolidation Lead the Reasons
When asked about the reasons behind their layoffs, 54% of workers cited cost-cutting as the primary driver. Other common factors included organizational restructuring (45%), poor financial performance (44%), mergers and acquisitions (39%), automation and tech-driven redundancy (32%), and shifting company priorities (16%).
Employee awareness of their layoff varied widely. While 36% said they expected it, 43% had suspected it was coming. For 21%, the decision came as a complete surprise — a sobering reminder of the fragile state of job security even in high-performing sectors.
Severance, Support, and the Path Forward
Despite the abruptness of their dismissals, 74% of respondents acknowledged receiving a severance package they deemed “fair or generous.” However, 22% felt the support was inadequate, and 4% reported receiving nothing at all.
Asked how employers could improve the process, workers prioritized financial support (65%), career transition resources (64%), better communication (49%), and more advance notice (35%). Perhaps most revealing was the finding that 90% of respondents said they would consider returning to their former employers — if the process had been handled with more care and professionalism.
“This statistic tells us everything,” said Escalera. “Employees understand tough decisions. What they don’t accept is poor handling of those decisions.”
The Bottom Line
The rise of remote layoffs presents a new ethical frontier for corporate leadership. While economic pressures continue to force difficult staffing decisions, how those decisions are executed may define a company’s reputation long after the crisis has passed.
As technology reshapes workplace norms, the message from this report is clear: Empathy is not optional — even when the medium is digital.