Companies are increasingly turning to a new, unsettling trend: rolling layoffs, where job cuts happen frequently in small waves rather than large-scale firings. This isn’t just a shift in how companies reduce staff; it’s a sign that economic uncertainty and automation fears are reshaping the modern workplace.
The Shift to Smaller, More Frequent Cuts
Traditionally, layoffs meant a sudden, visible reduction in force. Now, data from Glassdoor shows that layoffs affecting fewer than 50 people are the most common type in 2025, accounting for 51% of WARN Act notices (legal disclosure of mass layoffs) – up from 38% in 2015. This means companies are making cuts in smaller, less publicized batches.
Daniel Zhao, Glassdoor’s chief economist, explains that this trend is likely to continue as businesses seek to cut costs without the negative publicity that comes with large-scale layoffs. Melanie Ehrenkranz, who documents layoff experiences through her substack Laid Off, confirms that more workers are being let go one or two at a time.
Why Companies Prefer Rolling Layoffs
There’s a strategic element to this approach. Avoiding headlines and viral LinkedIn posts matters to companies. Sandra Sucher, a Harvard Business School professor, suggests that uncertainty about the future of work – including the impact of tariffs and artificial intelligence – drives this cautious approach. Employers are struggling to determine how many employees they’ll need when the nature of work itself is rapidly changing.
The Unique Toll of Rolling Layoffs
While any layoff is disruptive, rolling layoffs are particularly damaging. Workers miss out on the support network that comes with a mass layoff, leaving them isolated and unable to compare notes or find clarity. Ehrenkranz notes that this lack of transparency adds to the stress.
Beyond the immediate impact, these constant cuts erode employee morale and productivity. Companies see reduced voluntary effort and innovation as workers become unwilling to take risks for fear of being targeted. Sucher emphasizes that this ultimately undermines the very efficiency businesses are trying to achieve.
A Generation Resigned to Instability
The trend is hitting younger workers hardest. Laura Holland, a 25-year-old who has already been laid off twice in recent years (from Google and the Department of Justice), represents a growing cohort of Gen Z employees who view corporate loyalty with skepticism.
Holland’s experience reflects a broader shift: workers are less invested in job titles and companies, instead focusing on self-reliance and alternative income streams. She now prioritizes personal projects, like content creation, over traditional employment.
The bottom line: Rolling layoffs aren’t just about short-term cost-cutting; they signal a fundamental change in the employer-employee relationship. Companies are prioritizing agility over stability, leaving workers in a perpetual state of uncertainty. This trend is likely to continue as automation and economic pressures intensify, forcing a new generation to redefine their relationship with work.
