Layoffs in 2025 have moved beyond the federal government’s huge reduction in force (RIF). Tech leads the way but other industries are restructuring now— or planning to–in 2026. If your business is thinking of downsizing, a thoughtful approach will go a long way.
No matter the size of your organization, conducting a reduction in force is difficult –and full of legal pitfalls. It is crucial to have a plan that both meets your needs and complies with federal and state laws. Before you begin any reduction in force, there are a series of questions to answer:
- Have you conducted a decisional unit analysis?
- Is there a disparate impact to a protected class?
- Do you have a legitimate business reason for selecting one employee over the other?
- Are you going to seek a release of claims?
If you are struggling to answer these questions (or are not sure what they are) we are here to help. One of the biggest risks is to make a wrong decision in a layoff. We have decades of experience assisting clients in this area. We also have a fixed fee service to help make compliance easier and keep your costs down.
We can help during this tough time. Check out our RIF service and contact us.