What to do if you are laid off from your ad job

When Ralph del Corral, associate creative director at Dieste Health, was laid off from the Omnicom agency in February, it didn’t come as a complete surprise. “In the last few months, I’ve seen employees who’ve been with a company anywhere from six months to 20-plus years getting let go,” said del Corral, who has been through a few rounds of layoffs already in his career, which spanned working at agencies including Casanova/McCann, Ogilvy Health and Saatchi & Saatchi Wellness. “Never get too comfortable,” he said. Ad Age Agency Report 2023 Revenue, listings and analysis for agencies and agency companies Read more here It seems there’s a lot of discomfort these days as agencies resort to layoffs amid the backdrop of a shaky economy, client cutbacks and the impact of project vs. agency of record work on their bottom lines. Shops including WPP’s GroupM, Interpublic Group of Cos.’ R/GA and Huge, and independent Work & Co, among others, have implemented layoffs within the past year—and in the case of R/GA, there were three rounds in less than a year. One holding company agency executive recently told Ad Age that every morning she fears she will be notified that she’s been laid off from her company when she logs onto her computer. While the recent layoffs haven’t been as widespread as they were during the height of the pandemic in 2020, this executive said the job cuts rife in the industry have everyone on edge.Read more: Employment data from Ad Age Agency Report 2023 So what can you do to proactively manage a layoff? Ad Age asked people who have been laid off in the past, HR professionals who do the layoffs and employment experts for their best practices to prepare for the worst. Don’t wait—update “Like a natural disaster, always have a plan and a backup plan,” said del Corral, noting that creatives should always keep their portfolios and resumes up to date. Alex Cuevas, VP and talent director, BBDO Worldwide, declined to talk about the Omnicom agency’s policies specifically, but advised workers who suspect or hear of layoffs at their company to first get together all their files including their resumes and portfolios. She also advised workers to always make sure they are up to date on their doctor’s appointments and to schedule those check-ups as soon as they hear of layoffs. Most companies will extend health benefits to laid-off employees for a certain amount of time, but it’s not legally required. One ad agency executive who spoke on condition of anonymity told Ad Age they were recently laid off and their health benefits ended the same day their employment did. “I had a molar that broke that week and they were like ‘your coverage is done,’” the person said. “If you’re suspecting to get that call, that’s probably one of the first things to get moving on,” Cuevas said. “Get physicals in. Therapy appointments, as well—anything. You’re usually given just a few weeks with your benefits and COBRA [continuation of health benefits] can be quite expensive.” Don’t sign anything Maren Reed, founder of HR and communications strategy firm Hatch Consulting and former chief talent officer of Swift Agency, said employees who are laid off should review their severance packages extensively before signing anything. “You do not need to sign your separation agreement on the spot,” she stressed. Instead, seek legal advice on your severance package if you can afford it. Reed noted that some companies have employee assistance plans that allow laid-off workers to benefit from free counsel to help review the packages, so ask about that. “Connect with other folks who were laid off and compare notes on severance payments,” Reed added. “There could be different approaches for different job levels but you should not [see] a different approach to severance with someone in the same job as you.” More job news: Ad salaries down from Great Resignation peak Reed said employees can and should try to negotiate their severance agreements. A typical severance package includes one to two weeks of pay for each year an employee worked for a company. “You can always ask for more,” Reed said. That’s not always going to work out, of course. Reed said holding companies, versus independent agencies, are less likely to accept revisions to packages but it’s still worth trying. “I would ask about keeping your [company-issued] computer or your standing desk,” she added. Reed advises that you should make yourself aware of your company’s policy on reimbursement for vacation time you didn’t accrue and know how many days you have left when you negotiate your severance package. Tracking layoffs and budget cuts How brands and agencies are bracing for a recession Click here Know your rights Every U.S. state differs in terms of the rights you have as an employee. But there are usually additional rights for layoffs if you are part of a protected class based on your age, sex, national origin, religion, or race, or if you have a disability. Under the federal Older Workers Benefits Protections Act (OWBPA), employees are allowed 45 days to review a severance package before signing if at least two people above the age of 40 are being let go at the same time—if only one employee above the age of 40 is being let go, they are given 21 days to review. OWBPA also requires the employer to disclose in writing all of the other people in their age group being laid off in order to ascertain whether a discrimination case can be made. The federal Worker Adjustment and Retraining Notification (WARN) Act also requires certain large employers (those with 100 or more employees) to give 60 days written notice of mass layoffs (i.e., if the number of employees laid off makes up at least 33% of the employer's active workforce). More news: Why four-day workweeks aren't catching on Workers are always allowed to consult with an attorney before signing a severance package, although that can be expensive—especially for someone who just lost their job. Reed said a company should always offer “some severance or financial cushion,” no matter how long or short the person’s tenure is with an agency, even though it isn’t legally required. Don’t be afraid to ask Ask for things that can help you get another job, such as references or permission to keep your company-issued computer. Reed, in fact, advises companies doing layoffs to be “creative” with what they offer in severance packages. “Can the employee keep their computer?” she said. “How many of us have a personal laptop these days? Can they keep their work-from-home setup? All of these will make it easier for them to conduct their job search.” Cuevas advises employees to request recommendation letters from their bosses or LinkedIn referrals. She said younger generations have been more open to asking for these recommendations in layoffs and they’re effective in landing that next job. Cuevas noted that those recommendations will eliminate any doubts on the part of the next hiring manager about the nature of the person being let go because they’ll all be wondering: “Was it really layoffs or poor performance? Were you part of mass layoffs because of poor performance?” Del Corral, who is still looking for a new job, said he would have appreciated when he was laid off getting references and referrals for other opportunities from his employers, a list of recruiters he could have used as resources and access to some online training courses such as Coursera. Recent news: U.S. posts biggest drop in ad employment in two years ‘It isn’t OK’ Del Corral said direct managers should not be absent from the conversation. He said he's experienced bosses letting “HR do the dirty work,” which he said is disrespectful. Reed advises managers doing layoffs to be brief and not to apologize: “Huge pet peeve of mine. In our society when someone says, ‘I’m sorry,’ the other person is conditioned to respond with ‘that's OK.’ Don’t make the person getting laid off say ‘it’s OK.’ It isn’t OK.” “Have your paperwork printed and organized for each conversation,” she also advises managers. “Seems like a no-brainer but it is easy to get flustered and that is distracting and unsettling for the person being laid off. Practice the conversation—know what you’re going to say and stick to that.” Take a deep breath Del Corral said that people shouldn’t jump to the conclusion that they will lose their job when they receive word that their company is undergoing layoffs. “You may not be cut. I’ve been there, too,” he said. But in the event you are cut, he said, “This is the nature of the beast. Nothing you can do about it. My advice is: take a deep breath and say to yourself, ‘Screw ‘em. Their loss.’ You will eventually land on your feet.”

What to do if you are laid off from your ad job

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