Why Losing a Job Still Feels Like a Dirty Secret, According to Employees

Editor’s Note: This story originally appeared on Monster.

Layoffs are discussed everywhere from news headlines and LinkedIn feeds to group chats. But when it comes time to update a resume, many employees still feel they need to be quiet.

According to Monster’s Layoff Stigma Study, based on responses from more than 1,000 US employers, one in three (33%) say they would hide a layoff if they were laid off tomorrow.

Even in an era of widespread corporate downsizing, job seekers are still debating how much transparency is too much.

The findings reveal a modern paradox: Layoffs are increasingly common and discussed publicly, yet many workers fear how layoffs might be perceived by employers and hiring managers.

Key Findings

• 33% of employees say they will hide layoffs from their job
• 54% would feel embarrassed to discuss layoffs in public
• 69% say discrimination around layoffs has not improved
• 67% will end up quitting on LinkedIn

One in Three Workers Can Hide a Layoff

Even though layoffs are becoming more common, many workers feel pressured to hide them during the job search.

• 33% of employees say that if they were laid off tomorrow, they would hide it from their CV
• 67% will add redundancy to their resume

Social Discrimination Has Not Ended

Layoffs may be common, but they are still not comfortable talking about them. When asked how they felt discussing layoffs in public:

• 46% say they are not shy at all
• 40% say they are a little shy
• 14% say they are very shy or extremely shy

That means more than half of workers feel some degree of embarrassment when talking about layoffs, even in the midst of a year marked by significant corporate downsizing.

Layoff Stigma Doesn’t Improve

Workers are divided on whether views on layoffs are improving:

• 24% say layoff discrimination is worse than in previous years
• 45% say it is the same
• 31% believe it is getting better

Despite the frequency of layoffs across industries, many workers feel that the narrative has not changed enough and for some, it is actually collapsing.

Most Employees Prefer Internet Privacy

Public layoff announcements have become increasingly common on LinkedIn, especially in the technology sector. But for many workers, understanding still prevails.

• 67% said they would keep layoffs private on LinkedIn
• 33% say they will announce it openly

Although posting a viral layoff can create support and networking opportunities, most employees are still concerned about visibility, judgment, or long-term professional consequences.

What Employers Consider a Fair Separation

The survey also reveals how employees think about financial protection during layoffs:

• 35% believe classification should be based on length of stay
• 9% believe that separation should last 6 months
• 25% say 3–6 months of salary is appropriate
• 21% expect 1–2 months
• 10% say 2-4 weeks

Employees are particularly interested in long-term severance packages, with 90% expecting at least one month’s salary or work-related severance.

What This Means for Job Seekers

The takeaway is clear: layoffs may be common, but discrimination has not disappeared. Many employers still feel the need to manage impression carefully, especially on CVs and social media.

That’s why clarity, context, and confidence are more important than ever. Job seekers who are transparent and focus on their accomplishments rather than circumstances are in a better position to take control of their story.

To help employees navigate resume updates after a layoff, Monster offers a free resume builder and free customizable templates, designed to help job seekers present their work history clearly and confidently.

Because being laid off may be part of your story but it doesn’t define your value.

How to do it

The survey was conducted by Pollfish on January 7, 2026, among 1,002 currently employed US workers. Respondents answered a series of multiple-choice questions that examined perceptions of layoffs, redundancies, workplace discrimination, social sharing, and layoff expectations.

The sample included cross-generational representation, with 17% Gen Z (born 1997 or later), 27% Millennials (born 1981-1996), 27% Gen X (born 1965-1980), and 29% Baby Boomers (born 1946-1964). Respondents identified their gender as 46% male, 54% female.