Layoffs Are Never Easy. Let’s Make Sure They’re Done Well.
Whether it’s economic downturn, failed fundraising, or strategic pivot, workforce reductions are one of the highest-risk HR events you’ll navigate. Get the selection criteria wrong and you’re facing age discrimination suits. Mess up WARN Act compliance and you owe 60 days pay to everyone affected. Handle communication poorly and your reputation tanks.
Most companies conduct layoffs with minimal planning, then deal with expensive consequences:
- Discrimination lawsuits from protected classes being disproportionately affected
- WARN Act penalties for improper notification
- Remaining employees losing trust and leaving
- Unemployment claims you could have avoided
- Severance packages that set bad precedents
Our Layoff & Restructure Planning service gives you a compliant, defensible process for $1,499.
This isn’t just templates. This is strategic planning for one of the most complex HR events you’ll face.
WHAT YOU’LL RECEIVE
1. Layoff Strategy & Planning
- Initial consultation call (60 minutes) to understand situation and goals
- Reduction planning worksheet (how to determine who/what to cut)
- Legal compliance roadmap (WARN Act, OWBPA, state-specific requirements)
- Timeline development (week-by-week plan from decision to execution)
- Budget impact analysis template (actual savings vs. severance costs)
2. Selection Criteria & Documentation
- Objective selection criteria framework (how to choose who stays/goes legally)
- Adverse impact analysis guide (testing for discrimination before finalizing)
- Position elimination vs. person elimination guidance (critical legal distinction)
- Documentation templates (how to record business justification for decisions)
- Decision matrix template (comparing employees within same role)
3. Legal Compliance Package
- WARN Act compliance checklist (if applicable – 50+ employees or mass layoff)
- WARN Act notice template (federal and state-specific requirements)
- OWBPA compliance guide (if 40+ year-old employees affected)
- State-specific requirements summary (for your locations)
- Final pay requirements by state (when checks are due)
4. Severance & Separation Documents
- Severance calculation framework (how much to offer based on tenure/level)
- Separation agreement template (includes release of claims)
- OWBPA-compliant release (for employees 40+, includes 21/45 day requirements)
- Severance offer letter template
- COBRA and benefits continuation notices
5. Communication & Rollout Materials
- Communication plan timeline (who gets told when)
- Termination meeting scripts (what to say to affected employees)
- Manager training guide (how to deliver news professionally)
- Talking points for remaining employees (addressing survivor concerns)
- Company announcement templates (email to full company, customer communication if needed)
- FAQ for remaining employees (addressing “am I next?” concerns)
6. Post-Layoff Transition
- Knowledge transfer templates (for critical departing employees)
- Workload reallocation worksheet (how remaining team covers departed responsibilities)
- Morale recovery plan (rebuilding trust with survivors)
- Rehire criteria (if business improves, who gets first call back)
7. Manager Enablement
- Manager’s layoff handbook (complete guide to their responsibilities)
- Individual termination meeting checklist (for each affected employee)
- Emotional preparedness guide (this is hard on managers too)
- What managers can/cannot say (legal guardrails)
All deliverables customized to your specific situation, not generic templates
WHAT’S NOT INCLUDED
This is strategic planning and documentation, not legal representation:
- ❌ Legal advice or attorney representation (you need employment attorney involved)
- ❌ Actual severance negotiations with employees
- ❌ HR presence during termination meetings (we prepare you, you execute)
- ❌ Ongoing outplacement services for affected employees
- ❌ Union workforce reductions (governed by collective bargaining – need labor attorney)
- ❌ Bankruptcy-related layoffs (need specialized counsel)
- ❌ Federal contractor workforce reductions (additional compliance requirements)
- ❌ Calculation of specific severance amounts for your budget (we provide framework, you decide numbers)
Critical: We strongly recommend having an employment attorney review your layoff plan, selection criteria, and separation documents before execution. We can coordinate with your attorney (our templates make their review faster and cheaper).
WHAT WE NEED FROM YOU
This is more involved than other services due to complexity:
Required Information:
- Workforce data:
- Current org chart
- Employee list with: role, tenure, age, department, protected class info (for adverse impact analysis)
- Salary/compensation data
- Layoff scope:
- How many positions being eliminated?
- Which departments/functions affected?
- Timeline pressure (how fast must this happen?)
- Company details:
- Number of employees before layoff
- State locations (impacts WARN Act, final pay)
- Any known legal risks (pending claims, recent discrimination complaints)
- Business justification:
- Why is layoff happening? (economic, strategic pivot, funding fell through?)
- Which positions/functions being eliminated and why?
- Current practices:
- Have you ever done layoffs before? How’d it go?
- Do you offer severance? What’s precedent?
- Any employment agreements, offer letters, or promises made?
We’ll schedule intake call to gather this information
PROCESS & TIMELINE
This is a consultative engagement, not a template drop:
Week 1:
- Day 1-2: Initial intake call (60-90 min) + you send workforce data
- Day 3-4: We analyze data for legal risks, draft initial selection criteria
- Day 5: Deliver preliminary plan + schedule review call
Week 2:
- Day 6: Review call (60 min) to refine approach
- Day 7-8: Finalize selection criteria, draft all documentation
- Day 9: Deliver complete layoff package
- Day 10: Final review call (30-45 min) + answer questions
Post-Delivery:
- 2 weeks of email support after delivery to answer implementation questions
- One “dry run” call to practice termination meeting scripts with managers
Total timeline: 10 business days + 2 weeks email support
We move faster for urgent situations (add Rush option if needed immediately)
WHO THIS SERVICE IS FOR
This service is designed for:
✅ Companies conducting workforce reduction of 5-50 employees
✅ Startups who failed to raise funding and must cut costs
✅ Businesses restructuring departments or eliminating functions
✅ Companies approaching WARN Act thresholds (need expert guidance)
✅ Leadership teams conducting first layoff and terrified of doing it wrong
✅ Anyone who wants defensible process to minimize legal risk
You absolutely need this if:
- You’re eliminating 5+ positions at once
- Layoff affects employees 40+ years old (OWBPA compliance required)
- You’re approaching 50-employee or 33% workforce thresholds (WARN Act)
- You have any pending discrimination/harassment claims
- Your industry has high litigation risk
Not right for you if:
- Individual termination for cause (use our Offboarding System instead)
- Mass layoff affecting 100+ employees (need Big Law employment firm)
- Union workforce (governed by collective bargaining, need labor attorney)
- Bankruptcy scenario (specialized counsel required)
WHY PROFESSIONAL LAYOFF PLANNING IS ESSENTIAL
The Stakes Are Enormous:
Age Discrimination Risk:
If your layoff disproportionately affects employees 40+, you’ll face ADEA claims. Average settlement: $40,000-$100,000 per claimant.
WARN Act Penalties:
Failure to provide 60-day notice triggers penalties of 60 days pay + benefits for EACH affected employee. For 30-person layoff, that’s $300,000-$600,000 in penalties.
Wrongful Termination:
Without clear, documented business justification and objective criteria, you’re vulnerable to “you fired me because of [protected class]” claims.
Survivor Morale:
Remaining employees watch how you treat departing colleagues. Poor execution destroys trust and triggers talent flight.
Reputation Damage:
Botched layoffs make headlines, tank Glassdoor ratings, and make future recruiting nearly impossible.
One discrimination lawsuit from a poorly planned layoff costs $75,000-$250,000 in legal fees alone, not counting settlements. This $1,499 investment is the cheapest insurance you’ll buy.
FREQUENTLY ASKED QUESTIONS
How is this different from the Offboarding System?
Offboarding is for individual departures (1-5 people). This is for workforce reductions, restructures, and mass terminations requiring WARN Act analysis and adverse impact testing.
Do I need a lawyer involved?
Yes. We provide the strategic framework and documentation, but you should have an employment attorney review before executing. Our templates make their review faster (and cheaper).
What if I’m cutting 3 people – is this overkill?
Depends. If those 3 are all over 40, or all in protected classes, or represent 30% of your workforce—you need this. If it’s truly sporadic individual terminations, the Offboarding System may suffice.
Do you help with WARN Act compliance?
Yes. We’ll determine if WARN applies, calculate notice requirements, and provide compliant notice templates for federal and state WARN laws.
How much severance should I offer?
We provide a framework (e.g., “1-2 weeks per year of service” or “2 months flat”), but you decide the actual numbers based on your budget and precedent.
What about employees who are on leave (FMLA, disability)?
High-risk situation. We’ll flag this and provide guidance, but your attorney must review these cases individually.
Can I conduct layoffs in phases?
Yes, but it affects WARN Act calculations. We’ll help you structure phased reductions compliantly.
What if we have pending discrimination claims?
Red flag. We’ll document extra carefully and recommend attorney involvement throughout. Laying off a complainant requires surgical precision.
How do I handle severance negotiations?
We provide offer letter templates and guidance on what’s negotiable. Generally, severance is “take it or leave it,” but executives may negotiate.
What about unemployment?
Layoffs qualify for unemployment (not termination for cause). We’ll document the business justification so you’re prepared for any inquiries.
LEGAL DISCLAIMER
This service provides strategic HR guidance and documentation for workforce reductions, not legal advice or representation. Layoffs carry significant legal risk, and we strongly recommend involving a qualified employment attorney in your planning and execution.
While we provide research on WARN Act, ADEA, OWBPA, and state-specific requirements, laws change and application varies by circumstance. You are responsible for ensuring compliance with all applicable federal, state, and local laws.
We are not liable for legal claims arising from layoffs conducted using our guidance. This service is designed to work in partnership with legal counsel, not replace it.
ADD-ONS AVAILABLE
Rush Delivery (+$399): Compress 10-day timeline to 5 days (for emergency situations)
Attorney Coordination (+$299): We’ll work directly with your employment attorney to streamline review
Manager Training Session (+$599): 2-hour virtual training for all managers conducting terminations
Post-Layoff Check-in (+$299): 30-day follow-up call to assess execution and address any issues
