Guide: How to get back to work after layoffs

An unexpected dismissal or round of redundancies leaves its mark. Not only on those who lose their jobs, but also on those who remain. It can create uncertainty and affect job satisfaction and well-being.

The atmosphere changes, and everyday life, security and predictability are disrupted. Many people feel that the ground beneath them is shifting, while they are left with questions and feelings that they do not quite know how to deal with.

Accept that you cannot get answers to everything after a dismissal

Questions such as why was he dismissed? or why were they the ones who were let go this time? are natural to ask when your colleagues are dismissed.

However, Sanni Kjehr, legal consultant at IDA, advises you to be prepared for the fact that you will most likely not get answers to these questions from management, on the grounds that the reason for dismissal is personal information that they are not allowed to share.

This is because there are certain rules that management must comply with. Under the General Data Protection Regulation (GDPR), an employer may only share such information if it is objective, necessary and proportionate – and only to those who have a genuine need to know.

Sanni Kjehr elaborates: ‘So even though the desire to create a sense of security among colleagues is understandable, it does not normally meet the requirement of necessity. Therefore, management will typically only provide information about the dismissal itself – not the reason for it.’

When it comes to what the dismissed colleague is allowed to say, Sanni Kjehr explains that they are basically free to talk about their own situation, as it is their own information. However, there may be restrictions if a confidentiality clause has been agreed or if the information relates to the company's trade secrets.

Although you may have to accept not getting answers to all your questions after being dismissed, there are still strategies that can help you find peace and a new normal.

Gain clarity about your role after a layoff – and ask management the right questions

According to Morten Esmann, working life consultant at IDA, after a redundancy you find yourself in a kind of social and mental state of emergency, and it is natural to feel uncertain: What should I do now? Who should I work with? What is expected of me?

It is important to gain as much clarity as possible, as quickly as possible. Management plays a crucial role here, but employees also have a responsibility to actively seek out the information that will give them an overview.

‘You have to try to figure out what this new reality is that you're in. What role should I play?’ says Morten Esmann, continuing: ‘Clarity creates security.’

Therefore, it is entirely legitimate – and perhaps even necessary – to ask specific questions to your immediate manager:

• What tasks need to be performed now?
• What tasks no longer need to be performed?
• How will the team be organised going forward?
• What requirements and expectations apply going forward?
• What has changed and what remains the same?

‘Questions are not an expression of resistance. They are a way to do your job well and avoid letting uncertainty grow,’ says Morten Esmann.

Share your concerns about work life, but do so constructively

After a round of redundancies, your thoughts can go round in circles. Speculation and worry weigh heavily on most people. But it can also keep you stuck in a negative spiral if you dwell too long on things you cannot change.

That is why Morten Esmann recommends sharing your concerns, but doing so in a way that helps you move forward:

‘It can be a great relief to put your feelings into words. But if everyone shares the same frustrations over and over again, you may need to look at what you have control over.’

Here, the “circle of control” can be used as a concrete tool to categorise frustrations. Ask yourself: What do I have control over? What can I influence? And what is beyond my influence? 

When you realise that a concern is beyond your influence, you can try to let it go and instead focus on what you can actually influence in your everyday life.

Avoid an overload after coworkers are fired

When coworkers leave, their tasks rarely disappear with them. In some places, they end up with employees who already have plenty to do. Here, Morten Esmann emphasises that loyalty should not turn into self-sacrifice:

'You most likely already have a full-time job. But because you want to be loyal or are worried about being in the danger zone yourself, you are happy to go the extra mile,‘ says Morten Esmann.

He recommends being completely clear with both yourself and management to avoid ending up with a heavy workload: ’If I have to do something I don't normally do, then there must be something I don't have to do. What is that?"

It is a management task to prioritise. But it is your responsibility to point out if the changes create unsustainable pressure. Otherwise, you risk temporary solutions becoming permanent expectations.

Deal with the fear of being next in line for dismissal

One of the most stressful feelings after a round of redundancies is the fear that you will be next. This fear can be overwhelming, even if no one has indicated that there will be another round.

According to Morten Esmann, dealing with this fear is largely a matter of creating as much professional predictability as possible:

‘You do this by finding out what the criteria for success are.’

Understanding the rules of the game in the new reality gives you an important element of control. When you know what is expected and how you can best contribute in the new reality, it becomes easier to relax. This involves asking about tasks, priorities and management expectations, but also accepting that some things are beyond your control.

This reduces the risk of your worries getting the better of you.

However, Morten Esmann also emphasises that some workplaces are simply more stable than others, and that there is an important trade-off:

‘If job security and stability are important to you, then you should consider whether you need to go somewhere else,’ he says.

Staying behind after an unexpected dismissal or round of redundancies can be emotionally demanding. You may lose colleagues you care about, feel insecure in the team or be uncertain about your future role. But you don't have to face it alone.

Talk to colleagues, make active use of your union representative, and talk to your manager about both work pressure and well-being. And last but not least: use your union as a sounding board.

No matter how it feels right now, there is a way back to peace of mind, perspective and job satisfaction.