Laid Off? 7 First-Week Moves Before You Sign Anything
A layoff can make ordinary tasks feel harder. There may be papers to review, benefits to sort out, bills to plan for, and people asking what happened before you have had time to think.
The first week is not about solving everything. It is about slowing the process down enough to protect yourself, gather the right information, and use the help that may already be available.
Here is a practical laid off checklist for what to do after being laid off, especially before you sign a severance agreement.
1. Get the details in writing
Before you make decisions, ask for the key facts in writing. A short email from HR or a formal separation packet is easier to rely on than a rushed conversation.
Ask for written confirmation of:
Your last day of work
Your last day on payroll
When your final paycheck will arrive
Whether unused PTO, vacation, or sick time will be paid out
When medical, dental, vision, life insurance, disability coverage, and other benefits end
What happens to bonuses, commissions, equity, retirement contributions, or reimbursements
How to return company property
How to access pay stubs, tax forms, and benefits portals after your work login ends
Unused PTO payout rules vary by state and by company policy. Do not assume your coworker in another state has the same rule. If something matters to your budget, ask HR to point you to the written policy.
Also save personal copies of documents you are allowed to keep. Use a personal email address or cloud account, not a company device, if company policy permits it. Keep separation letters, benefit notices, severance documents, commission plans, and any written answers from HR.
2. Do not sign the severance agreement on the spot
A severance agreement is a legal document. It may include pay or benefits in exchange for promises from you, such as releasing certain claims, keeping terms confidential, returning property, or agreeing to limits on future conduct.
You do not need to review all of that in a stressful meeting.
If you are given a severance agreement before signing, ask:
How long do I have to review it?
Who should I contact with questions?
Are there any deadlines for benefits, equipment return, or payment?
Does this agreement affect unemployment, references, bonuses, commissions, or equity?
Can I have an employment attorney review it?
If you are age 40 or older, federal law generally gives you at least 21 days to consider an agreement that waives age-discrimination claims. In a group layoff, that review period is generally 45 days. These agreements also generally include a 7-day revocation period after signing.
Those rules apply to specific waivers and situations, so read the document carefully. An employment attorney can explain what the agreement does, what deadlines apply, and what questions to ask. This does not mean you have to take a confrontational approach. It means you should know what you are signing.
If someone pressures you to sign immediately, it is reasonable to say:
“I need time to read this carefully. Please send me the full agreement and the deadline in writing.”
Then step away and review it when you can think clearly.
3. Ask HR what support is included
Many separation packages include more than severance pay. Some include services that can help you land on your feet faster, but you may need to ask for the details.
Ask HR whether your package includes:
Outplacement support
Career coaching
Resume or LinkedIn help
Interview preparation
Job-search workshops or tools
Access to an Employee Assistance Program, also called an EAP
Continued access to internal job postings, if applicable
Also ask how references will be handled. Some employers will only confirm job title and dates of employment. Others may have a central verification service. Ask for the official process so you do not guess later.
Useful questions include:
What will the company say when a future employer calls?
Is there a written reference policy?
Can I list my manager as a reference?
Will my manager be allowed to provide a personal reference?
Who should employment verification requests go to?
If your employer offers outplacement, ask how to access it and how long it lasts. If you are not sure what the term means, think of it as structured career support after a job loss. It may include help with search strategy, resume updates, LinkedIn, interview practice, and accountability.
Do not assume it is only for executives. Many employers make it available to a wider group during layoffs.
4. Decide how you will handle health coverage
Health coverage has deadlines, so give this attention early.
If you had employer-sponsored coverage, COBRA may let you keep the same plan for a limited period. COBRA coverage can cost up to 102% of the full premium, which means you may pay both the employee and employer share, plus an administrative fee. For many people, that amount is much higher than the payroll deduction they are used to seeing.
You generally have a 60-day election window for COBRA. Losing job-based coverage also generally opens a 60-day special enrollment period for a Marketplace plan through HealthCare.gov or your state Marketplace.
Other possible options may include:
Coverage through a spouse or partner’s employer plan
A parent’s plan, if you are eligible
Medicaid, depending on income and state rules
Marketplace coverage
COBRA after layoff, if keeping your same doctors or current treatment is the priority
Compare more than the monthly premium. Look at deductibles, prescriptions, provider networks, and any care already in progress.
A simple way to start is to make a health coverage page in your notes with four lines:
Current coverage end date
COBRA election deadline
Marketplace special enrollment deadline
Must-keep doctors, medications, or treatments
If you have medical care scheduled, call the provider’s billing office and ask what happens if your insurance changes. It is better to know before an appointment than after a claim is denied.
5. File for unemployment with your state right away
File for unemployment after layoff as soon as you can. Unemployment insurance is run by states, and rules vary. Severance, PTO payout, part-time work, and your official separation date can affect timing in some states.
Do not wait until severance runs out unless your state tells you to. File or start the process, answer questions accurately, and keep records of what you submit.
You will usually need information such as:
Your Social Security number
Your employer’s legal name and address
Your dates of employment
Your reason for separation
Recent wage information
Any severance or PTO payout details
Use your state’s official unemployment website. Be careful with ads or third-party sites that look official but are not.
After filing, follow your state’s instructions for weekly or ongoing certification. Missing a required step can delay payments. If your application asks about severance and you are unsure how to answer, read the state guidance or contact the unemployment office.
6. Update your resume and LinkedIn for three readers
Your resume has three audiences:
The applicant tracking system
The HR screener
The hiring manager
Each one reads differently.
The applicant tracking system looks for basic match signals, such as job titles, skills, tools, credentials, and keywords from the job posting. The HR screener looks for clear fit. The hiring manager looks for proof you can do the work.
That means your resume should be clear before it is clever.
Start with your most recent role. Add:
Your title and dates
A plain-English summary of your scope
Tools, systems, or methods you used
Results you can support
Work that matches the roles you want next
Use numbers when they are true and easy to explain, but do not invent metrics. If you do not have exact numbers, describe scale in honest terms. For example:
Supported a multi-state customer base
Managed monthly close tasks for several business units
Trained new team members on the ticketing system
Reduced repeat errors by creating a shared checklist
On LinkedIn, update your headline and About section so people can understand what you do without reading your entire profile. If you do not want to announce the layoff publicly, you do not have to. You can quietly update your profile, turn on job preferences, and start reaching out one person at a time.
A simple message to a former coworker could be:
“Hi, I’m starting to look for my next role after a recent layoff. I’m focusing on customer success roles in healthcare technology. If you hear of anything that might fit, I’d appreciate you keeping me in mind.”
Keep it specific. People help more easily when they know what kind of role, industry, location, or work arrangement you are looking for.
7. Use free help you may already have
You do not have to build a job search from scratch.
Start with your local American Job Center. These centers provide job-search support across the US. Services vary by location, but they may include resume help, workshops, labor market information, training referrals, and access to job listings. In Florida, the statewide network is known as CareerSource.
You can search for an American Job Center near you through federal and state workforce websites. Use the official site for your state or the US Department of Labor’s CareerOneStop tool.
Also check whether your EAP still covers you after your last day. Some EAPs offer short-term counseling, stress support, financial consultations, legal consultations, or referrals. Access rules vary, so ask HR:
Does EAP access continue after separation?
If yes, for how long?
How do I access it without my work email?
Are household members covered?
What services are included?
A layoff affects more than your calendar. Sleep, focus, appetite, and patience can all take a hit. If your EAP includes counseling or stress support, using it is a practical step, not a sign that you are failing.
A simple first-week plan
If everything feels urgent, use this order.
Day | Focus | What to do |
Day 1 | Stabilize | Get separation details in writing and save key documents. |
Day 2 | Review | Read the severance agreement and note questions. |
Day 3 | Ask | Contact HR about outplacement, EAP, references, and benefits. |
Day 4 | Cover basics | Compare health coverage options and note deadlines. |
Day 5 | File | Start your state unemployment claim. |
Day 6 | Prepare | Update your resume and LinkedIn. |
Day 7 | Get support | Contact an American Job Center and use available EAP help. |
This plan can shift based on your deadlines. The point is to reduce the number of open loops.
FAQ
Should I sign my severance agreement right away?
No. Read it carefully first. Ask for the deadline in writing, and consider having an employment attorney review it before you sign.
Can severance affect unemployment?
It can in some states. File with your state and answer questions accurately. Your state unemployment office can explain how severance, PTO payout, or other payments affect timing.
How long do I have to choose COBRA?
COBRA generally has a 60-day election window. Losing job-based coverage also generally opens a 60-day Marketplace special enrollment period. Compare costs and coverage before choosing.
What should I ask HR after a layoff?
Ask for final pay details, PTO payout information, benefits end dates, severance deadlines, outplacement access, EAP access, and the company’s reference policy.
What if my employer did not mention outplacement?
Ask directly. Some employees miss useful support because it is buried in a packet or described under another name, such as career transition services or career coaching.
Take the next steady step
The first week after a layoff is a paperwork week, a benefits week, and a planning week. You do not have to fix your whole career in seven days. You do need the right dates, documents, deadlines, and support.
Ask your HR team whether your separation package includes outplacement.
General information, not legal, tax or benefits advice.
For HR leaders who are reading, see how Pivot Right supports departing employees at pivotright.com/solutions.
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