‘Subject line: layoffs’

Recently, Oracle announced what analysts say could be the largest layoff in its history, cutting tens of thousands of jobs worldwide to help fund a massive buildout of artificial intelligence infrastructure.

Employees across the US, India, Canada, Mexico and other countries began receiving termination emails from “Oracle Leadership” at about 6 am local time on March 31.

“After careful consideration of Oracle's current business needs, we have made the decision to eliminate your role as part of a broader organisational change. As a result, today is your last working day,” one termination email said, according to media reports.

“Access to your computer, email, voicemail, and files will be deactivated soon, and you will be unable to log into your computer.”

These days, layoffs by email are becoming standard practice, so the question for HR isn’t necessarily whether to use email but how to use it well.

Emailed layoffs increasingly common

I remember a few years back, when the thought of people being laid off by email was a rare and horrific thought. How could an employer be so unfeeling and clinical in delivering a heartbreaking message that way?

There’s a reason why, historically, HR or management has made a point to sit down, one-on-one, with the individual to deliver the unfortunate news. A person’s job is their livelihood, their security, their reason to get up in the morning. Take that away, unexpectedly, and it can be devastating.

And yes, if a company is forced to carry out a large number of job cuts, then laying people off in groups is also OK, if needed.

But using an Inbox to convey the urgent news has sadly become much more commonplace. The pandemic undoubtedly accelerated this trend, with in-person layoffs often impossible for safety reasons, and many people working from home.

The continued rise and use of digital communication has also made emails an efficient, familiar way to get a message out, en masse.

The numbers back this up. A 2025 survey by Zety showed that sudden job loss was communicated by email at the same rate as face-to-face meetings:

• 30% were told in a face-to-face meeting
• 29% received the news via email
• 28% were called by a manager or HR
• 6% heard about their layoff through internal rumors before it became official
• 5% were informed on a video call
• 2% realized they’d been laid off only after losing access to internal systems like Slack or email.

Cons, pros to emailed message

Obviously, a sterile or inauthentic email telling you that you no longer have a job, to pack your things, and thanks for your hard work can’t be easy for anyone to read — after putting years if not decades of blood, sweat and tears into your job, for an employer that may have called you “family.”

And while HR may try to prevent any leaks, employees often get wind of the layoffs a few hours or even days before they occur, so they’re forced to anxiously wait for a dreaded email outlining their departure.

And what if the timing goes wrong? Amazon recently made headlines for prematurely sending employees an email about its plan to lay off 16,000 workers.

On the other hand, unlike a one-on-one dismissal or group termination at the office, an emailed layoff sent to remote workers allows them some privacy and the comfort of home while they’re facing a very difficult situation.

Years ago, when I was laid off, I had to suffer through the initial meeting with two managers, the quick retrieval of my bag at my desk, an uncomfortable elevator ride to the lobby and a long wait for a cab to pick me up — as I tried to hold back tears until I got home.

Best practices for emailed layoffs

Like them or hate them, emailed layoffs are like AI: inevitable and a sign of the times. So, if they’re going to be done that way, they’d better be done right.

As mentioned above, timing is crucial, so HR should address how the email fits into the overall layoff plan, such as informing management first, clamping down on potential leaks that could leak on social media and coordinating response times.

For the actual message, it’s about being clear and straightforward with employees about what’s happening, and when, and hopefully offering a brief rationale for the layoffs that doesn’t come across as corporate jargon or insincere. Lately we’ve heard a lot about restructuring because of AI, so rolling out layoffs despite strong financial performance is a tough one to justify.

There’s no easy way to offer some form of compassion while delivering such difficult news, but plain language that acknowledges the emotional impact of a layoff, while expressing appreciation for employees’ efforts and offering support, is ideal.

That means outlining clearly the severance, benefits, outplacement support and timelines involved with the terminations. Employees should be provided with a clear point of contact also for any questions.

In the end, email is just one way to convey a message. What’s important to employees is what’s in the message — in terms of clarity, compassion and support — in one of the worst moments of their working lives. So, HR has a crucial role to play in delivering the news, whether online or offline.