2026 Layoff Experience Survey Template

A layoff experience survey is a structured questionnaire that collects anonymous feedback from individuals who have been through job displacement. It captures details about the layoff timing, reasons (including AI factors), job search duration, coping strategies, and how the experience affected views on job security. This type of survey helps organizations and researchers understand the human impact of workforce changes and inform better support strategies.

Use this survey immediately after a layoff to gather fresh perspectives while experiences are still clear in respondents' minds. Timing matters for accuracy: surveying within 2-4 weeks of the layoff captures initial emotions and job search momentum, while 3-6 months post-layoff reveals longer-term outcomes and coping effectiveness. For research purposes, launch it when industry-wide layoff trends are notable or when you're tracking AI-related job displacement patterns.

Include a direct radio-button question asking whether artificial intelligence was cited as a reason for the layoff. Pair this with follow-up questions about job market readiness and hindsight insights to capture nuanced experiences. This approach yields both quantitative data (what percentage faced AI-related displacement) and qualitative context (how that affected their response and recovery). The combination reveals whether AI concerns are realistic or perception-driven.

Measure three key dimensions: speed (how quickly they secured new employment or income), quality (how their current situation compares to pre-layoff status), and strategy (which resources and tactics helped most). Include optional contact information for follow-up, and ask about preparation levels and wish-they'd-known hindsights. These metrics help identify which support strategies work and which affected workers need additional assistance.

Layoff surveys reveal which aspects of the experience damaged morale most—financial strain, lack of notice, communication gaps, or uncertainty about future stability. Responses show whether offered resources (outplacement, retraining, severance clarity) actually helped. Use these insights to redesign your support programs, address communication gaps, and reassure remaining staff that their concerns are heard, which directly improves retention and trust post-restructuring.