Worried About Layoffs? There's a Way to Soften the Blow.

Content Summary

For decades, severance has been the default approach to layoffs. But it’s far from perfect. It treats every departure the same, regardless of whether someone lands a new job in a week or a year. And it places a high cost burden on the company with no connection to what employees actually need. There’s a more thoughtful, sustainable solution: Supplemental Unemployment Benefit (SUB) Plans.

Access this content

Choose an option below

Register to access this content

Your Work Email

Your Full Name

Your Company

Your Job Function

You might also be interested in

The Employee Experience During a Layoff: How HR Can Support People Through Uncertainty

How an organization handles a layoff can shape its reputation for years. Former employees become future candidates, customers, referral sources, and brand ambassadors—or critics....

The Cost of Defaulting to Severance

In workforce reduction planning, speed and familiarity often drive decisions. When timelines are tight and emotions are high, many organizations default to traditional severance...

How SUB Plans Can Reduce Workforce Reduction Costs While Supporting Employees

When companies plan workforce reductions, severance is often viewed as the default approach. But many employers are surprised to learn there may be a more cost-efficient...