If you’ve recently been laid off, you’re not alone, and it’s not a reflection of your value. Layoffs are a reality in today’s workforce, affecting high performers just as often as anyone else. But even though they’re common, many job seekers still struggle with how to talk about them confidently in interviews.

So, how do you explain a layoff in a way that’s honest, professional, and forward-looking—without sounding defensive or unsure?

In this guide, we’ll break down practical, research-backed ways to talk about being laid off in interviews, on your resume, and online profiles. Plus, you’ll get examples, dos and don’ts, and insight into how hiring managers really think about layoffs.

You’re Not Alone

Layoffs are more prevalent than ever. Whether due to market shifts, M&A activity, downsizing, or budget cuts, organizations continue to reshape their workforces—even while still hiring for other roles.

  • In 2023, more than 720,000 U.S. tech workers were laid off, according to Layoffs.fyi
  • A Zippia report shows that 1 in 3 U.S. workers has been laid off at least once in their career
  • Despite widespread layoffs, a 2024 ResumeBuilder survey found that 83% of hiring managers don’t view a layoff as a red flag when evaluating candidates

The takeaway? Hiring professionals are increasingly empathetic. What they care about isn’t that you were laid off—but how you explain it, what you’ve done since, and how you show up now.

What to Say (and How to Say It)

1. Be Honest, But Keep It Brief

You don’t need to sugarcoat or overexplain. A concise, clear explanation helps hiring managers move past the “what happened” and into “what can you do.”

Why it works: Keeping it short signals confidence. It also keeps the focus on your future—not on something you couldn’t control.

Examples:

“I was part of a company-wide layoff after a major reorganization. My department was eliminated, along with about 200 others.”

“Unfortunately, my company had a major funding setback and had to reduce staff by 30%, including my entire team.”

If your company is well-known and had public layoffs, referencing it directly can help add context.

2. Stay Neutral—Not Negative

It’s easy to let frustration or disappointment creep into your tone—but even subtle negativity can raise concerns. Avoid blaming your manager, venting about poor leadership, or focusing on what the company did wrong.

Why it works: Neutrality signals professionalism and emotional maturity. Employers want to see how you handle adversity—especially if you’re applying for leadership roles.

Better phrasing:

“I understand it was a tough business decision. I appreciated my time there and am now focused on finding the right next step.”

“It was definitely unexpected, but I’m grateful for what I learned in that role and am excited about what’s ahead.”

Avoid using emotionally charged words like “unfair,” “frustrating,” or “disorganized,” even if they’re accurate.

3. Focus on What You Accomplished

Once you’ve addressed the layoff, quickly pivot to what you achieved, especially in the months leading up to it. This reframes you as a high-value contributor and redirects attention to your results—not your exit.

Why it works: Employers want to hire people who can bring value from day one. Reminding them of your impact helps them imagine you doing the same for them.

Example:

“In my last six months, I led a cross-functional initiative that reduced customer churn by 18%. I was proud of that work and the collaboration it took to get there.”

If you’ve been laid off for a while, also talk about what you’ve done since:

“Since the layoff, I’ve completed a UX design certification and taken on two freelance clients in the nonprofit space, which has kept my skills sharp and my energy high.”

4. Rehearse, Don’t Wing It

This isn’t a question you want to improvise on the spot. Practice your response until it feels natural—not memorized, but comfortable and confident.

Why it works: The more at ease you are explaining your layoff, the more the interviewer will be too. Uncertainty or over-explaining often reads as guilt—even when it’s not.

How to prepare:

  • Practice with a friend, coach, or mock interview tool
  • Record yourself and play it back to check your tone and clarity
  • Aim for a 30–45 second explanation, then pivot to your value and goals

Don’t wait for the interviewer to bring it up—if they don’t, find a natural moment to address it briefly, especially when discussing your most recent role.

What Not to Say

Avoiding common traps will help you stay in control of your narrative. Here are some things that can unintentionally undermine your credibility:

  • Oversharing: “It was a really hard time. I was blindsided, and I still don’t really understand what happened.”
  • Blame-heavy language: “My manager clearly didn’t support me, and I think they just wanted to cut costs.”
  • Minimizing or apologizing: “I know layoffs don’t look good, but I hope that won’t affect your perception.”
  • Vagueness: “There were some organizational changes, and then I just… wasn’t needed anymore.”

Stick to the facts, be concise, and focus on your strengths.

How to Handle It on Your Resume and LinkedIn

On Your Resume:

  • Use standard formatting and list the end date as usual.
  • There’s no need to write “Laid Off” or explain the departure unless you’re clarifying a very short tenure.
  • Include any relevant work since (freelance, learning, projects) under a “Projects” or “Professional Development” section.

On LinkedIn:

  • Update your headline to highlight your skills and the role you’re seeking. For example: “Project Manager | Agile | Remote Work Ready | Open to Opportunities”
  • Consider a brief mention in your “About” section if you want to provide context: “My role at [Company] was impacted by a company-wide restructuring in 2024. Since then, I’ve been focused on professional development and preparing for my next opportunity.”

This helps reduce confusion and shows you’re being proactive.

Hiring Managers Understand

The stigma around layoffs has shifted significantly. Many recruiters and hiring managers have experienced layoffs themselves—and understand the business decisions behind them.

A CareerBuilder report notes that employers are far more focused on how candidates respond to a layoff than the layoff itself. Showing resilience, a positive mindset, and initiative is what sets candidates apart.

“It’s not a red flag to have been laid off. What matters is that you’re proactive, clear about your goals, and still growing.”
— Angela M., Senior Recruiter at a national consulting firm

Final Takeaway

Being laid off isn’t a career-ending event—it’s a chapter. The way you talk about it can shape what comes next.

Key points to remember:

  • Be honest and professional without oversharing
  • Keep your tone neutral and forward-looking
  • Highlight what you accomplished and what you’ve done since
  • Practice your response until it feels natural and confident

You have nothing to apologize for—and everything to offer.

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Explore resume tips, job listings, and upcoming career events at TalentAlly.com

Published by Kimberly Kirsch