Nearly Half of Laid-Off Workers Would Return to the Employer That Let Them Go

Almost half (46%) of laid-off workers would work for their former employer again, according to new research from Zety, a leading resume builder.

The data comes from Zety’s 2026 Layoff Experience Report, which surveyed 1,000 U.S. workers laid off within the past two years about how they received the news, the reasons they were given, and the support they received afterward.

While most respondents (86%) experienced one layoff during this period, 1 in 7 (14%) have been laid off two or more times. More than three-quarters (76%) either saw clear signs of an upcoming layoff or suspected one was coming, while 24% said the news came as a complete shock.

Key Findings

Face-to-face conversations are the most common: 45% were notified of their layoff in person, compared with 21% by phone, 14% by email, and 8% by video call.
Business factors top reasons for layoffs: Downsizing or restructuring ranked No. 1 at 37%, while 1 in 12 (8%) cited AI or technological changes.
Most workers leave without severance: Nearly two-thirds (63%) of workers received no severance package after losing their job.
Rehiring remains a possibility: Nearly half (46%) would work for their former employer again.
Women are less willing to boomerang back: Just 39% of women would return to their former employer, compared with 52% of men.

From Warning Signs to the Layoff Conversation

For most workers, the layoff did not come completely out of the blue. More than three-quarters (76%) either saw clear signs of an upcoming layoff or suspected one was coming, while 24% said the news came as a complete shock.

When the decision became final, the top ways workers received the news included:

A face-to-face meeting (45%)
A phone call from my manager or HR (21%)
Through an email notification (14%)
On a video call (8%)
Through rumors before it was official (5%)
Realized when they lost access to company systems (e.g. email, Slack) (3%)

While face-to-face meetings were the most common method, more than 2 in 5 workers received the news through a phone call, email, or video call. Overall, 1 in 7 have been laid off two or more times within the past two years.

Downsizing and Cost-Cutting Lead Layoff Explanations

Workers heard a range of explanations for why their jobs were eliminated, but business-related factors topped the list rather than individual performance.

The most commonly cited reasons included:

Company downsizing or restructuring (37%)
Cost-cutting measures (33%)
Poor company performance or financial struggles (17%)
Shift in company priorities (14%)
Poor personal performance (12%)
Merger or acquisition (10%)
AI or technological changes (8%)

Although 73% believe their layoff was entirely due to company changes, 27% believe their performance was a factor or the primary reason for their layoff.

Laid-Off Workers Lacked Support, But Many Would Return

For some workers, being laid off does not permanently sever their relationship with an employer, especially as they navigate a difficult labor market. Despite losing their jobs 46% would work for their former employer again.

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.

When asked what could have improved the experience, workers pointed to employer support, advanced notice, and increased communication:

A better severance package (47%)
More notice instead of a sudden cut (46%)
Better communication from leadership (40%)
Career support (27%)

With nearly half of laid-off workers willing to return, former employees could become a future source of boomerang hires as business needs change. However, that willingness was not shared equally among workers.

Women Report a Tougher Layoff Experience

Looking at the results by gender, several differences emerged in how workers experienced their layoffs:

Women were less open to going back: 39% would work for their former employer again, versus 52% of men.
Women faced a larger severance gap: 66% received no severance package, compared to 60% of men.
Women were more likely to question fairness: 61% said their layoff wasn’t handled fairly, compared to 56% of men.

“How a company handles a layoff can influence its relationship with an employee long after their last day,” said Dr. Jasmine Escalera, career expert at Zety. “That matters when nearly half of workers say they would work for their former employer again. 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.” For detailed insights on the 2026 Layoff Experience Report, access the full study at https://zety.com/blog/layoff-experience-report.