Personalized questions
- Can you confirm my official last day in writing?
- What is the exact date my health benefits end?
- Will I receive a COBRA election notice, and when?
- Will my unused PTO be paid out, and when?
- When and how will I receive my final paycheck?
- What is your reference policy?
- Is outplacement support included?
- Could you confirm all of the above by email?
Email template
Hi [HR contact], Thank you for the call today. To make sure I have everything documented, could you please confirm the following in writing: 1. Can you confirm my official last day in writing? 2. What is the exact date my health benefits end? 3. Will I receive a COBRA election notice, and when? 4. Will my unused PTO be paid out, and when? 5. When and how will I receive my final paycheck? 6. What is your reference policy? 7. Is outplacement support included? 8. Could you confirm all of the above by email? I appreciate your help. Best, [your name]
FAQ: navigating HR after a layoff
Educational only. Not legal, immigration, tax, benefits, or eligibility advice.
What should I ask HR about my last day and paperwork?
Get your official last day of employment in writing, along with the benefits end date and any deadline to respond to a severance offer. Ask for a copy of the separation letter, the benefits summary, and any release of claims before you sign anything.
What if I'm being asked to resign instead of being laid off?
Do not send a resignation letter before you understand what changes if you do. Resigning may affect how your unemployment claim is reviewed, what severance is offered, and what is recorded in HR systems. See the dedicated walkthrough at /laid-off-asked-to-resign.
What should I ask about severance?
Ask whether severance is offered, what the amount is, what the review window is, and whether it is contingent on signing a release of claims, a non-disparagement clause, a non-compete, or arbitration. Review the full severance topic list at /severance and consider a qualified employment attorney before signing.
What should I ask about final pay, PTO, and bonuses?
Confirm in writing when your final paycheck will arrive, how accrued and unused PTO will be paid, and how any earned bonus, commission, or expense reimbursement will be handled. Final paycheck timing and PTO payout rules vary by state.
What should I ask about benefits and COBRA timing?
Confirm the exact date your health, dental, vision, and any FSA/HSA coverage ends. Ask for a written summary of continuation options and the deadlines that apply. Compare options using each plan's official documentation before deciding — see /cobra for the topic checklist.
What should I ask about my 401(k) and equity?
Pull your equity grant agreements and your 401(k) plan summary before the conversation. Ask what happens to unvested grants on your last day, what the post-termination exercise window is for any options, and how to access your 401(k) plan documents and rollover paperwork. Confirm specifics with a qualified financial professional.
What should I ask about references and rehire eligibility?
Ask what separation reason will be recorded in the HR system, whether you will be listed as eligible for rehire, and what the company's reference policy is. Get the answers in writing where possible.
What documents should I request from HR?
Ask for a written confirmation of your last day, the separation or layoff letter, the severance offer (if any), the benefits summary, an employment verification letter, recent paystubs, and a copy of any equity grant documents on file. Forward everything to a personal email you control.
See also: Severance prep · WARN Act guide · If you were asked to resign · Work visa layoff hub · Unemployment
References
HR-conversation prompts in this guide reference materials published by the U.S. Department of Labor on final pay, severance, and benefit continuation, and by the U.S. Equal Employment Opportunity Commission on releases of age-discrimination claims. Final paycheck timing, PTO payout rules, and personnel-record access rights vary by state and are administered by each state's labor agency. For severance language and workplace-rights questions specific to your situation, consult an employment attorney licensed in your state.