--- title: "Handle with Care: Layoffs and Terminations" description: It's never easy to terminate an employee, especially when you solely need to let them go for financial reasons. Here's how to handle this tough situation. image: https://blog.axcethr.com/hubfs/small-businesses-should-handle-layoffs-and-terminations-with-care-_1200-%C3%97-628-px_%20(1).webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - 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- - - [whatsapp://send?text=https://blog.axcethr.com/handle-with-care-layoffs-and-terminations](whatsapp://send?text=https://blog.axcethr.com/handle-with-care-layoffs-and-terminations) - [mailto:?subject=Handle%20with%20Care:%20Layoffs%20and%20Terminations&body=https://blog.axcethr.com/handle-with-care-layoffs-and-terminations](mailto:?subject=Handle%20with%20Care:%20Layoffs%20and%20Terminations&body=https://blog.axcethr.com/handle-with-care-layoffs-and-terminations) ![how to handle layoffs and terminations with care](https://blog.axcethr.com/hs-fs/hubfs/how%20to%20handle%20layoffs%20and%20terminations%20with%20care.webp?width=1200&name=how%20to%20handle%20layoffs%20and%20terminations%20with%20care.webp) One aspect of running a business that is never easy is when you're faced with laying off or terminating an employee. Tactfulness certainly comes into play here, as does empathy, respect and honesty. Especially when you otherwise appreciate the employee but have to let them go in light of financial reasons or because of infrastructure changes. In those cases, terminating that employee can be a truly difficult task. So how exactly should you approach this type of situation?   Remember, terminating or laying someone off is not just about the employee in question. Terminations can impact the people left behind and the company culture as a whole. Ideally, you can find a way to let someone go so as to minimize the negative impact it can potentially have on your organization, its culture and employee morale.  RELATED: [Terminating an Employee Without Warning - When To Skip Progressive Discipline >>](https://blog.axcethr.com/when-a-warning-isnt-enough-why-employers-skip-progressive-discipline) ## Reasons for Laying People Off   Letting people go is always emotional and unpleasant. When the rationale behind a termination is not related to job performance but rather to downsizing, the process can seem particularly tough. The same can be said of layoffs.[Typical reasons businesses need to lay people off](https://work.chron.com/job-restructuring-17903.html) or terminate employees, other than poor job performance, include:  - ### Cost-Reducing Measures Especially as numerous companies are in rebuilding mode or are experiencing economic difficulties, among key cost-cutting measures is reducing staff size. - ### Merger or Acquisition It’s not uncommon for a company to be bought out by a larger firm or to merge with another company; in the process, employees may get laid off in light of job overlap, for example.   - ### Switching To an Outsourcing Model In line with cost-cutting measures, the increased use of third-party independent contractors enables companies to eliminate some of their employee-related overhead.   - ### Seasonality Depending on the industry, yours may be a[seasonal-based operation](https://blog.axcethr.com/seasonal-employees-and-aca-compliance). Therefore, you might be faced with having to lay people off during the slower periods.   RELATED: [Ask the Expert - Is It Legal To Fire a Pregnant Employee? >>](https://blog.axcethr.com/ask-the-hr-expert-is-it-legal-to-fire-a-pregnant-employee) ## Best Practices for Terminating/Laying Off Employees  Whatever your reasons for needing to terminate or laying off employees, you will also need to take into consideration the mindset of the “survivors,” especially if you are laying off multiple employees at one time. Survivors are those individuals who are left in the wake of layoffs or terminations. [“Layoff Survivor Syndrome”](https://www.hrkatha.com/features/survivors-syndrome-what-the-remaining-employees-feel-after-a-layoff/) can manifest itself in a number of ways, from employees expressing anger at the company, to a loss of productivity to employee resentment at having to take on more work. This is why terminating personnel can be such a multi-faceted process as you also have to navigate the emotional and mental states of those who are still working for you.   RELATED: [Time To Say Goodbye? 15 Tips for Effective Terminations >>](https://blog.axcethr.com/time-to-say-goodbye-15-tips-for-effective-terminations) Employers who adopt the following best practices will help employees leave with dignity and demonstrate to survivors the company cares about people – both those who have been let go and those who remain.  - ### Deliver the News Face-To-Face While in some situations this may not be feasible depending on remote work circumstances and where employees may be located—in which case[a video call would be in order](https://blog.axcethr.com/how-to-terminate-a-remote-employee)—it is best to try and create a face-to-face scenario. Take extra care to convey sympathy. - ### Avoid Having the Conversation on a Friday The fact that unemployment and other resources for finances and job searches are less available over the weekend can create additional stress for separated employees.  - ### Communicate Clearly and Concisely Imparting a short, direct message allows the other person to more easily process what you’re saying, especially when the news is unwelcome. For example, you might start by saying: “I’m sorry, but we are terminating your position effective next week.”   [![is it legal to fire a pregnant woman](https://no-cache.hubspot.com/cta/default/2652187/5e18245e-809b-4851-82b8-a96d8a9d6e29.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/5e18245e-809b-4851-82b8-a96d8a9d6e29) - ### Express Gratitude Compliment some aspect of the employee’s past performance and stress that the person did nothing wrong and that the termination is not anyone’s fault.  - ### Offer Assistance  Ideally, that means outplacement services. But help can come in many forms, from providing ideas about where to look for a new job to writing a letter of recommendation.   - ### Be Honest Don’t candy-coat the news or promise anything you cannot guarantee, such as implying you can rehire a terminated employee when the company’s financial position improves.    - ### Listen Give employees the opportunity to express their fears or anger and respond in a calm, sensitive manner.  - ### Answer Questions  Be prepared to address logistical concerns, such as the status of the employee’s last paycheck, health insurance and 401(k) account.    [![How To Terminate a Remote Employee](https://no-cache.hubspot.com/cta/default/2652187/2ed7be52-cf23-4e9c-888c-b3fc93f19a37.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/2ed7be52-cf23-4e9c-888c-b3fc93f19a37) ## Reassuring Remaining Employees  The same principles outlined above apply when communicating with remaining employees about the company’s layoffs. Survivors will have concerns and questions. They may experience a range of emotions that could include guilt, sadness and trepidation. As noted, they may also be angry with the company.   Acknowledge employees’ feelings and provide regular opportunities to discuss the emotions they’re experiencing. Reassure them through words and actions, such as providing additional career development opportunities that demonstrate how much you value them.   [![Unemployment claims management support from Axcet HR Solutions for small businesses](https://no-cache.hubspot.com/cta/default/2652187/interactive-189244092484.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLPm7eSZWYF3V8IOt3%2FoNyYrp0xFTaxyD6xVn0DghEV0CinbPbRRrH780dhWIIjVrmxBmymrcfew5bdwMI6Gm5sub56lKoUGrpyXm%2BanywTKJXSVeBiwUA6fVQ1m%2BSHLwkSgI6KmSpT%2BRlBrh6SPaccViusYLKv0bDKN1MgoVrXKQbOWze24AJa%2BkpuviBpdsEOjdWGDBzFu8qjxqp53XuFi3WZtXj1WcbfVt3VwmX2quSnX6mLhCPtDC00%2BoC0pIOXcjy54nI%2Bjmr6pBW07c%2FGwol%2BjTGCpm%2FOAV0KODvim7Y%3D&webInteractiveContentId=189244092484&portalId=2652187) ## Moving Forward  Be as honest as possible about why the layoffs were necessary and how the company plans to adapt. If possible, hold one-on-one meetings with employees who remain, so you can personally stress the important roles they play in the organization’s ongoing success.   Showing compassion and respect to employees, whether they’re leaving or staying, is always the right approach. Besides mitigating ill will on the part of the departing employees, it helps surviving team members feel valued and remain productive. If you need help navigating a difficult situation involving [employee terminations or layoffs](https://www.axcethr.com/services/human-resources/unemployment-claims-management/), we are here to help. Our experts have worked with hundreds of Kansas City businesses, and we are ready to assist you.[Call today!](https://www.axcethr.com/schedule-consultation/) [![Axcet HR Solutions HR PEO Services](https://no-cache.hubspot.com/cta/default/2652187/0493cc9b-7dee-475d-83a9-006fd2eab55c.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/0493cc9b-7dee-475d-83a9-006fd2eab55c) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [FLSA Rules and Employee Compensation for Breaks 20 Minutes or Less ![employee compensation for 20 minute or less breaks](https://blog.axcethr.com/hubfs/flsa-and-employee-compensation-for-breaks-20-minutes-or-less%20(1).webp)](https://blog.axcethr.com/flsa-rules-and-employee-compensation-for-breaks-20-minutes-or-less) #### [![how to choose a PEO](https://blog.axcethr.com/hubfs/a-guide-for-choosing-the-right-peo-for-your-business-%20(1).webp) A Guide to Choosing the Right PEO for Your Business](https://blog.axcethr.com/a-guide-to-choosing-the-right-peo-for-your-business) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2025-04-25T16:09:53.708Z", "datePublished" : "2022-04-11T15:45:00.000Z", "headline" : "Handle with Care: Layoffs and Terminations", "image" : [ "https://blog.axcethr.com/hubfs/small-businesses-should-handle-layoffs-and-terminations-with-care-_1200-%C3%97-628-px_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/handle-with-care-layoffs-and-terminations", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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Tactfulness certainly comes into play here, as does empathy, respect and honesty. Especially when you otherwise appreciate the employee but have to let them go in light of financial reasons or because of infrastructure changes. In those cases, terminating that employee can be a truly difficult task. So how exactly should you approach this type of situation? Remember, terminating or laying someone off is not just about the employee in question. Terminations can impact the people left behind and the company culture as a whole. Ideally, you can find a way to let someone go so as to minimize the negative impact it can potentially have on your organization, its culture and employee morale. RELATED: Terminating an Employee Without Warning - When To Skip Progressive Discipline >> Reasons for Laying People Off Letting people go is always emotional and unpleasant. When the rationale behind a termination is not related to job performance but rather to downsizing, the process can seem particularly tough. The same can be said of layoffs. Typical reasons businesses need to lay people off or terminate employees, other than poor job performance, include: Cost-Reducing Measures Especially as numerous companies are in rebuilding mode or are experiencing economic difficulties, among key cost-cutting measures is reducing staff size. Merger or Acquisition It’s not uncommon for a company to be bought out by a larger firm or to merge with another company; in the process, employees may get laid off in light of job overlap, for example. Switching To an Outsourcing Model In line with cost-cutting measures, the increased use of third-party independent contractors enables companies to eliminate some of their employee-related overhead. Seasonality Depending on the industry, yours may be a seasonal-based operation. Therefore, you might be faced with having to lay people off during the slower periods. RELATED: Ask the Expert - Is It Legal To Fire a Pregnant Employee? >> Best Practices for Terminating/Laying Off Employees Whatever your reasons for needing to terminate or laying off employees, you will also need to take into consideration the mindset of the “survivors,” especially if you are laying off multiple employees at one time. Survivors are those individuals who are left in the wake of layoffs or terminations. “Layoff Survivor Syndrome” can manifest itself in a number of ways, from employees expressing anger at the company, to a loss of productivity to employee resentment at having to take on more work. This is why terminating personnel can be such a multi-faceted process as you also have to navigate the emotional and mental states of those who are still working for you. RELATED: Time To Say Goodbye? 15 Tips for Effective Terminations >> Employers who adopt the following best practices will help employees leave with dignity and demonstrate to survivors the company cares about people – both those who have been let go and those who remain. Deliver the News Face-To-Face While in some situations this may not be feasible depending on remote work circumstances and where employees may be located—in which case a video call would be in order—it is best to try and create a face-to-face scenario. Take extra care to convey sympathy. Avoid Having the Conversation on a Friday The fact that unemployment and other resources for finances and job searches are less available over the weekend can create additional stress for separated employees. Communicate Clearly and Concisely Imparting a short, direct message allows the other person to more easily process what you’re saying, especially when the news is unwelcome. For example, you might start by saying: “I’m sorry, but we are terminating your position effective next week.”  Express Gratitude Compliment some aspect of the employee’s past performance and stress that the person did nothing wrong and that the termination is not anyone’s fault. Offer Assistance  Ideally, that means outplacement services. But help can come in many forms, from providing ideas about where to look for a new job to writing a letter of recommendation.  Be Honest Don’t candy-coat the news or promise anything you cannot guarantee, such as implying you can rehire a terminated employee when the company’s financial position improves.   Listen Give employees the opportunity to express their fears or anger and respond in a calm, sensitive manner. Answer Questions  Be prepared to address logistical concerns, such as the status of the employee’s last paycheck, health insurance and 401(k) account.   Reassuring Remaining Employees The same principles outlined above apply when communicating with remaining employees about the company’s layoffs. Survivors will have concerns and questions. They may experience a range of emotions that could include guilt, sadness and trepidation. As noted, they may also be angry with the company.  Acknowledge employees’ feelings and provide regular opportunities to discuss the emotions they’re experiencing. Reassure them through words and actions, such as providing additional career development opportunities that demonstrate how much you value them.  Moving Forward Be as honest as possible about why the layoffs were necessary and how the company plans to adapt. If possible, hold one-on-one meetings with employees who remain, so you can personally stress the important roles they play in the organization’s ongoing success.  Showing compassion and respect to employees, whether they’re leaving or staying, is always the right approach. Besides mitigating ill will on the part of the departing employees, it helps surviving team members feel valued and remain productive. If you need help navigating a difficult situation involving employee terminations or layoffs, we are here to help. Our experts have worked with hundreds of Kansas City businesses, and we are ready to assist you. Call today!", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2022-04-11", "dateModified" : "2025-04-25", "datePublished" : "2022-04-11", "description" : "One aspect of running a business that is never easy is when you're faced with laying off or terminating an employee. Tactfulness certainly comes into play here, as does empathy, respect and honesty. 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