You’ve been hearing rumors. Your company is going through major changes—restructuring, downsizing, budget cuts—and layoffs seem imminent. You’ve worked hard, remained loyal, and met expectations, yet now you fear your job might be on the chopping block. If termination seems inevitable and it’s not due to poor performance or misconduct, you still have power in the situation.
When you’re handed that dreaded pink slip, the moment will be emotional and stressful. But this is also the moment to advocate for yourself. Take a deep breath, stay composed, and ask these three essential questions before you leave the room.
1. Request a Letter of Reference
This is one of the most overlooked—yet powerful—tools you can walk away with. A letter of reference can help pave the way to your next opportunity by validating your professionalism, performance, and contributions.
Why is this important?
- It clarifies that your departure was due to business decisions, not personal or performance-related issues.
- It provides proof of your work ethic and accomplishments, which could influence hiring managers during your job search.
- It adds credibility to your resume and interview responses.
Be sure to request it while the layoff is still fresh—waiting too long may make it harder to get a timely, personalized letter. Ask your direct manager or supervisor, as they can best speak to your strengths and contributions.
Pro tip: If possible, ask for both a printed and digital version on company letterhead.
2. Negotiate Severance Pay
Severance pay isn’t always guaranteed—unless it’s outlined in your original employment contract or part of a company policy. However, many companies offer severance as a gesture of goodwill or to protect their reputation.
Here’s what to know:
- The general guideline is one week of pay for every year of service, but this is not set in stone.
- If you’ve just completed a major project, received recognition, or made a significant impact, highlight these points during your conversation.
- Use tact, but don’t be afraid to advocate for a better package, especially if your contributions have been valuable or your termination is unexpected.
Keep in mind that HR departments often have a severance structure, but managers can influence adjustments. Frame your request respectfully and emphasize your commitment to a smooth transition.
3. Ask About Unused Vacation or Paid Time Off (PTO)
Are you entitled to be paid for unused vacation days? That depends on your company’s policy and the laws of your region.
Here’s how to handle this:
- Check your employee handbook or HR policy before the meeting, so you know where you stand.
- Some companies have a “use it or lose it” policy, while others allow PTO to roll over or pay it out upon departure.
- Even if the standard policy is not to pay unused leave, it never hurts to ask—especially if you haven’t used much of your accrued time.
That unused time could add up to several hundred dollars—or more. In financially uncertain times, every dollar helps.
Final Thoughts: Speak Up for Yourself
You might feel overwhelmed or too emotional to think clearly, but this conversation may be your only chance to protect your financial and professional future during a layoff. If you don’t ask for these things, you may not get them.
It’s also worth remembering that your boss or HR representative may be feeling just as uncomfortable. Approaching the situation with calm professionalism can make them more open to giving you what you request.
Here’s a quick recap of what to negotiate:
- A letter of reference to support your job hunt.
- Severance pay, especially if you have tenure or recent achievements.
- Compensation for any unused vacation or PTO.
Planning ahead and knowing what to ask can give you the confidence to handle the situation effectively. Even in a difficult moment, you can leave with dignity—and a few resources to help you transition successfully to your next role.
Good luck—you’ve got this.