As we get further into 2025, a key workplace trend we’re seeing emerge is the silent layoff. Think quiet firing, but it’s more secretive big brother, if you will.
Silent layoffs are where employers offer staff voluntary severance packages, on the understanding that they will keep details of their departures completely confidential – or silent. The often-significant layoffs are also not communicated internally with the express aim to mitigate the impact of these decisions. Primarily, they are deployed to avoid the reputational impact, morale issues, redundancy anxiety and loss in brand confidence that often comes with big redundancy rounds.
Why are we seeing a rise in silent layoffs?
We’ve seen a swathe of big tech companies, in particular, announce a series of layoffs this year. They’ve cited strategy, performance and organisational restructure as key reasons. There’s nothing new about a company going through a restructure, to reshape, streamline and refocus, especially in tough market conditions. The rise in layoffs can also be accounted for as companies continue to recalibrate post-pandemic, return-to-office strategies and demand normalises.
What’s unique to silent layoffs is that a straightforward voluntary redundancy programme is accompanied by a request that the employee doesn’t disclose any of the terms surrounding their exit.
In some cases, they are offered scripts to support their departure, included within their settlement agreement. These redundancies are shrouded in secrecy to minimise the uncertainty and concern these announcements inevitably cause.
Understanding the risks of silent layoffs
No organisation wants to become a case study of ‘restructures gone wrong’. In times of employee WhatsApp groups and workplace trends such as loud quitting – where employees publicly share their dissatisfaction with their employer – it’s clear that organisations are working overtime to manage how employees communicate their exits.
However, it’s precisely for this these reasons that silent layoffs inevitably backfire – a leaked email here, a screenshot there, simply exposes organisations to even greater risks.
Ethics aside, the key threat to an organisation is when the planned silent layoffs are no longer silent. While you can agree ‘reasons for leaving’ in a settlement agreement, other colleagues will quickly put two and two together.
There is also the risk that an employee may choose to reject the approach and offer. And should this lead to a compulsory redundancy further down the line, the conversation could be used against your organisation in a potential claim. This can bring significant risk, particularly if the employee claims that they have been selected to go because of any protected characteristic – age, race or sexual orientation, for example.
Opting out of silent layoffs
The suggestion of a silent layoff is, in itself, the equivalent of a red flag in a relationship. It immediately speaks to a lack of trust, a lack of respect and an unhealthy need to control a narrative.
And while opting out of silent layoffs requires a long-term shift in culture, there are steps HR can take to manage the long-term impact that downsizing has on remaining colleagues, reputation and leadership trust.
Prioritise open and transparent employee communications
Rather than making quiet cuts to your workforce, foster a culture of openness. Keep your people updated on company performance, organisational strategy and market challenges.
Take this time to engage your teams in your new direction of travel. By bringing them on board with these redefined goals, you can help boost the morale, engagement, and productivity of surviving team members.
Avoiding staff panic and disconnect is often a key reason behind silent layoffs; giving your people a sense of control and ownership of your organisation’s future success is the antidote to this.
Continue to invest in employee development and support
Organisations must continue to provide clear support systems to foster trust and morale for affected employees. This could range from career coaching and mentoring through to networking guidance, job hunting tips and outplacement services. All of these help affected employees transition into their next move with confidence – and show a sense of goodwill.
Compassion over silence
When it comes to restructuring and reorganisation, the division between leaders and people – ‘us and them’ – can create a permanent fissure in an organisation.
HR’s role is to help close the gap and keep office doors open. Discourage senior management teams from unexplained boardroom discussions and side-room conversations, which compound an atmosphere of mistrust.
Compassion costs nothing and an in-person conversation goes far further than an email. Ultimately, it’s what makes the difference between a resentful leaver and a long-term employer advocate.
Don’t stoop
A company with a healthy workplace culture that prioritises engagement and transparency should be able to overcome the challenges of large-scale redundancies. With open communication, honest conversations and compassionate leadership, there is no need for silent layoffs.
