Supporting ‘Survivor’s Guilt’ after layoffs: HR’s role in secure, purposeful recovery

In the workplace, survivor’s guilt refers to the complex and often conflicting emotions experienced by those who remain after a round of layoffs. It is a mixture of relief, grief, and anxiety that can deeply affect morale, psychological safety, and trust within the surviving team. This is why HR’s responsibility extends far beyond managing the offboarding of those who leave; it must also focus on the people who stay behind.

The Mental Health Impact on Layoff Survivors

When layoffs are announced and employees find themselves “spared,” the immediate feeling is one of relief. But it is soon followed by a myriad of other emotions.

Indeed, “surviving” a wave of layoffs increases insecurity, including the “fear of being next,” as well as an added workload, and, of course, a sense of sadness and guilt in relation to their former colleagues who have been let go.

These feelings, if left unaddressed, can lead to a loss of motivation, engagement, and productivity. An accumulation of those negative emotions can even lead to burnout in some individuals. The increased stress and loss of trust will impact the culture among the remaining employees and potentially lead to turnover, as they seek safer opportunities.

Key Challenges HR Must Address

HR’s responsibility does not end at the “offboarding” meeting. Its role is also to handle the post-layoff with the rest of the team. Their intervention and preparation beforehand are essential to mitigate:

• Loss of trust in leadership and the company’s direction
• A sense of being undervalued or expendable
• Heightened uncertainty about the future
• Blurred roles, workload imbalances, and unclear expectations
• Disruption of social and emotional networks
• Resistance to changes in structure or strategy
• Increased risk of anxiety, stress, and burnout

Proven HR Strategies for Supporting “Survivors”

Layoffs are never easy, and there is no quick fix for those who stay behind. However, there are ways to handle the situation professionally while being more considerate and compassionate.

1. Open, Honest, and Empathetic Communication

In these moments, nothing is worse than beating around the bush or hiding and delaying information that will inevitably be known. It will only create gossip, rumors, and mistrust.

Avoid vague or overly corporate language when addressing your team, and directly acknowledge that the situation is complex and can have negative impacts on both professional and personal levels.

Ensure that you clearly explain the situation, justify why layoffs are considered necessary, and outline what will happen in the near and distant future for the company and its remaining employees. Make sure to create space for questions as well.

2. Foster Psychological Safety and Trust

Leadership and HR often find themselves in a difficult position, which can sometimes lead people to retreat and hide to avoid conflict.

But staying approachable is the only way to maintain trust.

Leadership and HR representatives should be approachable and visible, both physically in the office and online through various channels, particularly for hybrid or remote teams.

Discuss openly the consequences of layoffs for those who retain their positions, while also ensuring the creation of private and anonymous channels for sharing feedback through surveys or forms.

3. Provide Ongoing Mental Health and Wellbeing Resources

Both layoff period and post-layoff period can trigger confusion and emotional exhaustion. This is an ideal time to remind employees of existing resources, such as counseling services or mental health apps, and to organize specific resilience-building workshops. Consider inviting external experts or facilitators to help normalize discussions on stress management, grief, and coping strategies.

4. Reinforce Employee Value and Purpose

Be clear about the impact on teamwork and acknowledge that this is a difficult time for everyone, even those who have not been laid off. Address the workload repartition, compensation, clarify roles as soon as possible, and demonstrate how much you value your team despite the difficult situation. Encourage a spirit of rebuilding together.

Practical Actions for HR

When things are difficult, your best asset is to be organised and prepared. Recovery requires preparation and consistency. To make support tangible:

• Prepare scripts for difficult conversations and team updates.
• Keep checklists of post-layoff HR actions and follow-ups.
• Create a calendar of regular communication and well-being initiatives.
• Maintain referral lists of mental health partners, apps, and hotlines.
• Ensure HR professionals themselves debrief and access support — they also endure emotional strain during layoffs.

Fostering a trusting working environment in which psychological safety can flourish is an ongoing and fragile process that will be challenged by layoffs. In these situations, it is essential for HR and leadership to be proactive and think beyond the employees who are leaving, keeping the remaining team cohesive.