Almost half of laid-off workers would accept a job offer from their former employer, according to new research from Zety, a resume builder service. The findings come from Zety’s 2026 Layoff Experience Report, which surveyed 1,000 U.S. workers who were laid off within the past two years. While most respondents (86%) experienced one layoff during this period, 1 in 7 (14%) have been laid off two or more times. Overall, 1 in 7 have been laid off two or more times within the past two years, showing the recurring nature of workforce instability for a significant portion of the labor market.
How Workers Learned of Their Layoffs
Most respondents (86%) experienced one layoff during the period, while 14% were laid off two or more times. For 76% of workers, the layoff was not unexpected, as they either saw clear signs or suspected an impending termination. However, 24% reported the news came as a complete surprise. Face-to-face conversations were the most common method of notification, with 45% learning of their layoff in person. Phone calls accounted for 21%, followed by email at 14% and video calls at 8%. Other methods included learning through rumors before the official announcement (5%) or realizing the layoff when access to company systems like email or Slack was revoked (3%).
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Layoff Reasons and Business Factors
Business-related factors dominated the reasons given for layoffs. Downsizing or restructuring was cited as the top reason by 37% of respondents, while 17% pointed to poor company performance or financial struggles. A shift in company priorities explained 14% of the cases, and poor personal performance was mentioned by 12%. Technological changes or AI accounted for 8% of the explanations. This distribution shows that layoffs are typically driven by organizational decisions rather than individual performance, as nearly three-quarters of workers (73%) attributed their termination to company-wide factors.
Support and Severance Gaps
The research revealed significant gaps in post-layoff support. Nearly two-thirds (63%) of laid-off workers received no severance package. When asked what could have improved their experience, 47% cited a better severance package, 46% wanted more advance notice, and 40% sought better communication from leadership. Workers’ willingness to return is particularly notable given how they describe the experience itself. 59% say they do not believe their layoff was handled fairly, and nearly two-thirds (63%) did not receive a severance package.
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Dr. Jasmine Escalera, a career expert at Zety, noted that how companies handle layoffs affects long-term relationships. “Giving people clear information, reasonable notice when possible, and meaningful support can help preserve a relationship with someone who could one day be a future hire, customer, referral, or advocate.”
Gender Differences in Layoff Experiences
Women reported a more challenging experience compared to their male counterparts. Only 39% of women would work for their former employer again, versus 52% of men. Women were also more likely to receive no severance package (66% vs. 60% for men) and questioned the fairness of the process more often, with 61% feeling the layoff wasn’t handled fairly compared to 56% of men. These disparities highlight the need for equitable treatment during workforce reductions to maintain trust and potential future partnerships.
