Laid Off? 10 Critical Questions to Ask HR on the Call

In the shock of the moment, it’s nearly impossible to think straight. Here are the questions that will matter most in the days and weeks ahead — so you don’t have to think of them yourself.

An unexpected call early in the morning might not be enough to raise any alarm bells for you that something could be wrong. Or maybe this scheduled call seems out of the blue, which has you questioning if something might be up.

Either way, you join the call and see that HR joins not long after. Then you hear the word “restructuring” — or “position elimination” — and everything else becomes background noise. Your mind races. Your stomach drops. You might nod along, say “I understand,” and hang up twenty minutes later having absorbed almost nothing that was actually said. If you are me, you probably start sobbing not long after and messaging your family and coworkers to let them know what just happened.

This is completely normal. Being laid off triggers a genuine stress response, and stress makes it nearly impossible to think strategically in the moment. But the information exchanged on that call is incredibly important. All of those details will have real consequences for your future finances, job search, and benefits coverage. It is very rare that a company will give you any space to breathe before throwing tons of important details at you, and they will expect you to remember all of them. But you do not want to let the fact that you are overwhelmed (and rightfully so!) impact your understanding of the information given to you.

The best thing you can do is go in prepared. Below are the most important questions to ask, and why each one matters.

“You don’t have to perform composure. You just have to collect information. There’s no shame in saying, “Can I write that down?” or “Can you send that to me in an email?””

Question 01

How long do I have access to my computer, email, and systems?

WHY IT MATTERS

Access is often cut immediately, sometimes mid-call, sometimes within hours (or sometimes you find out BY the access being cut to your device). Knowing the timeline lets you act quickly to retrieve personal files, export contacts, or wrap up anything you’ll need later.

Ask specifically about: your work laptop or device, your email account, any internal tools or platforms, and cloud storage tied to your work account. Also ask whether personal files you’ve saved to company systems can be recovered, and through what process.

Heads up: Do not remove proprietary company documents, client data, or anything that could be considered confidential. Stick to personal items — your own notes, contacts you brought to the role, work samples you created and are permitted to keep per your employment agreement.

Question 02

Is this decision performance-based, or is it a business restructuring?

WHY IT MATTERS

This question can feel uncomfortable to ask, but it matters more than you might think. The answer affects how you tell your story to future employers, how you process the experience emotionally, and in some cases, whether you’re eligible for certain types of severance or unemployment benefits.

If the layoff is due to a role elimination, a team restructuring, or a company-wide reduction in force, you have every right to know that — and to ask for it in writing. Framing is everything when you’re interviewing.

Ask for confirmation in writing: Can you confirm in my separation agreement or in a follow-up email that this is a role elimination, not a performance-related termination?

Question 03

What is my severance package, and what does it include?

WHY IT MATTERS

Severance is not always guaranteed — but many companies offer it, especially in layoff situations, and the details vary widely. Don’t assume you know what you’re getting. Ask explicitly.

Key things to understand: how many weeks of pay are included and how it’s calculated, whether it’s paid as a lump sum or continued on a regular pay schedule, and what happens to your accrued and unused vacation or PTO. Also ask whether severance is contingent on signing a separation agreement.

Important: You are typically not required to sign a separation agreement on the spot. In the U.S., employees over 40 are legally entitled to 21 days to review such agreements under the ADEA. Take the time available to you, and consider having an employment attorney look it over.

Question 04

What happens to my health insurance, and when does it end?

WHY IT MATTERS

Healthcare coverage is often the most urgent practical concern after a layoff — especially if you have dependents, ongoing prescriptions, or upcoming medical appointments. Coverage typically ends either at the end of the month or on your last day of employment.

Ask about your COBRA continuation options, which allow you to keep your current coverage (at your own expense) for a limited time. Also ask whether the company will cover any portion of COBRA costs as part of the severance. The ACA marketplace is another avenue worth exploring. A job loss qualifies as a special enrollment event which, will allow you to enter the marketplace when you normally wouldn't be able to.

Question 05

What is my official last day, and how will my final pay be handled?

WHY IT MATTERS

Your official separation date matters for several reasons: it determines when benefits end, when you can file for unemployment, and what date appears on your employment record. Confirm this explicitly, along with when your final paycheck will be issued and through what method.

Also ask whether you are expected to continue working through your last day, or whether you are being placed on “garden leave” — paid but not working. This distinction affects how you’ll spend the coming days and how you should communicate your status to your network.

Question 06

What will the company say if a future employer calls for a reference?

WHY IT MATTERS

Many companies have a policy of confirming only dates of employment and job title, but not all. It’s worth asking directly what HR will say when contacted for a reference check, and whether your direct manager is permitted to speak on your behalf.

If you had a strong relationship with your manager, now is the time to ask whether they would be willing to serve as a personal reference. Get their personal contact information before you lose access to internal directories.

Question 07

Who should I contact if I have questions after this call?

WHY IT MATTERS

In the days after a layoff call, questions always surface — about the paperwork, the benefits, the timeline. You need a specific name and contact, not just a generic HR inbox. Ask who your dedicated point of contact will be and how to reach them.

Write this down. It’s easy to lose track of in the fog of the moment, and having a real person to email is far more useful than trying to navigate a company portal you may soon lose access to. HR may also send out this information via email, but I found that when I had been sent separation information previously, I couldn't forward it to my personal email due to security restrictions, which meant I lost access to it after my job ended. Get this information written down in advance if you can!

Question 08

What happens to my equity, 401(k), or other vested benefits?

WHY IT MATTERS

If you have stock options, RSUs, or a 401(k) with unvested employer contributions, your departure date matters financially. Ask about the vesting cliff — whether any scheduled vesting events are coming up soon, and whether there’s any flexibility on your separation date as a result. RSUs that are about to vest might actually be part of the reason you were selected for layoff. In that case, the company might not be willing to budge on this since they are letting you go to save themselves a lot more money, but it's in your best interest to at least try to get a partial amount, if anything, of those RSUs. It never hurts to try!

For 401(k) accounts, ask about your options: you can typically leave the funds where they are (if the balance is above a certain threshold), roll them into a new employer’s plan, or transfer to an IRA. Get the name of the 401(k) administrator before your systems access ends.

Question 09

Is there any outplacement support or career transition assistance?

WHY IT MATTERS

Many companies, particularly in larger reductions in force, offer outplacement services as part of the severance package. These might include resume review, career coaching, access to job placement platforms, or interview preparation support.

Even if it wasn’t mentioned in the initial call, it’s worth asking. These resources can be genuinely valuable — and if the company is offering them, you want to know before you lose access to your HR portal.

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One final thought: you don’t need to absorb everything in real time. It is completely reasonable to ask HR to send a written summary of everything discussed, including the key terms of your separation. A reputable employer should have no issue with this request. If anything is unclear after the call, follow up in writing — email creates a record, and a record protects you.

Losing a job is one of the more disorienting experiences life offers. But the call itself is just information — and information, gathered carefully, is the foundation of whatever comes next.

Quick Reference: Questions to Have Ready

✓      How long do I have computer and email access?

✓      Is this performance-based or a restructuring?

✓      What are the details of my severance?

✓      When does my health insurance end?

✓      What is my official last day?

✓      What will the company say in a reference check?

✓      Who is my HR contact for follow-up questions?

✓      What happens to my 401(k) and equity?

✓      Is outplacement support available?

✓      Can you send me a written summary of all of this?

This article is for informational purposes only and does not constitute legal or financial advice. If you have questions about a separation agreement or your legal rights, consider consulting an employment attorney.