Losing your job rarely happens on your schedule, and the paperwork you're handed in the moment is written entirely in the employer's interest, not yours. The good news is that a layoff meeting follows a predictable, tightly managed structure — once you know the shape of it, you can respond deliberately instead of reactively. Here's exactly what to do across your first week.

In the Meeting Itself

Layoff meetings are usually short by design, often 10 to 15 minutes, and tightly scripted on the employer's side: a direct statement that your position is being eliminated, a brief explanation, an overview of next steps, and a folder or email containing your severance offer. HR's job in the room is to handle the process consistently and legally, not to advocate for you personally — treat everything said as being on the record.

You are almost never required to sign, agree, or respond to anything in the meeting itself. A calm, brief acknowledgement is enough while you take in the news: "Thank you for letting me know. This is obviously a lot to take in — can you walk me through what happens next?"

Use the meeting to gather information, not to negotiate on the spot. Before you leave the room, ask:

  • What is my official last day of employment?
  • Will I be on garden leave, working notice, or does my access end today?
  • When will I receive the full severance agreement in writing, and how long do I have to review it?
  • Who can I contact with questions once I leave this meeting?

If you're pushed to respond quickly, a polite, firm decline is entirely appropriate — and, in the US, is your legal right under the Older Workers Benefit Protection Act if you're 40 or older and being asked to waive age discrimination claims, which guarantees at least 21 days to consider (45 for group layoffs). One line covers almost every version of this situation: "I understand, but I'm not going to sign anything today. I'll review it and get back to you within the timeframe you've given me." Avoid discussing performance, criticising colleagues, or raising legal concerns in the room itself — save that for a private conversation with an employment attorney afterward.

The Documents You'll Be Asked to Sign

A severance package is usually several distinct legal documents bundled together, not one form — and each does something different. The severance agreement itself sets out your pay and benefits continuation; read the payment schedule carefully, since a lump sum and salary continuation have different tax and unemployment-eligibility implications. A waiver of claims asks you to give up your right to sue over your termination — standard, generally enforceable, and exactly why you shouldn't sign on the day. An NDA typically covers your severance terms and confidential company information; it's worth asking directly whether you can discuss the fact and general circumstances of your own departure publicly or on LinkedIn, since some NDAs are drafted broadly enough to sound like they restrict this even when they don't.

Non-compete and non-solicitation clauses are worth particular attention: enforceability varies enormously by jurisdiction (several US states have banned or heavily restricted non-competes entirely), and a narrow, specific restriction is more likely to hold up than a broad or vague one. Finally, check the return-of-property clause — laptops, badges, and company property usually need to be returned by a specific date, and missing it can delay your final payment.

Before signing anything: identify every document in the package, note the specific terms of any restrictive covenant, confirm what you can and can't say publicly about leaving, confirm the property-return deadline, and get any unclear clause explained rather than assuming what it means.

Your First Week, Financially

Days one and two are for processing the news — this isn't the moment for major financial decisions. From day three, shift into triage: calculate your exact cash runway at your current spending rate, and build a genuinely bare-minimum budget covering housing, utilities, food, insurance, and minimum debt payments. This isn't about panic-cutting everything immediately; it's about knowing your real number so every decision after this is grounded in fact rather than anxiety.

File for unemployment benefits as soon as you're eligible, even if you expect to land a new role quickly — processing times can take weeks, and there's no advantage to waiting. If debt or rent could become a concern, contact lenders or your landlord proactively, before you miss a payment, not after: many offer hardship programmes, payment deferrals, or reduced minimum payments, but usually only to people who reach out early. Review your insurance coverage deliberately rather than letting anything lapse by default, particularly health insurance — the tax and benefits side of this gets its own full treatment in the complete guide below.

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Where to Go From Here

This is the first week. The Complete Layoff & Severance Survival Blueprint covers the full arc — negotiation scripts and decision trees for your severance offer, how severance is actually taxed, healthcare and COBRA decisions, rebuilding your CV and LinkedIn, and a dedicated chapter on AI and the future of work, with coverage across the US, UK, Canada, and Australia throughout.

Get The Complete Layoff & Severance Survival Blueprint →

This article is for educational and informational purposes only and does not constitute legal, financial, or tax advice. Severance practices and employment law vary by employer, industry, and jurisdiction — consult a qualified employment attorney or financial advisor before making decisions or signing any agreement.