Some companies are issuing an unusual warning about layoffs: there will be layoffs, but you may have to wait for weeks or even months to find out if your position is affected.

Nike did just that last week. In a statement, the company stated that it will begin making decisions regarding the affected positions starting from 2027 and thereafter. Earlier this year, Meta and GitLab also announced their future layoff plans before clarifying which employees would be laid off. Typically, companies notify the affected employees and other members of the company on the same day. Giving such advance notice allows employees time to look for new jobs. Observers say that this may also encourage some employees to resign voluntarily, thereby helping the company save on severance payments. At the same time, this approach can also cause anxiety within the company.

"Such messages bring uncertainty."

In the statement from Nike, CEO Elliott Hill indicated that the sports apparel company will reduce its workforce as it is transitioning its business model, but it is not yet known how many positions or which locations will be affected.

Hill wrote: 'I want to admit that such messages can bring uncertainty. Throughout the process, we will communicate directly, maintain transparency, and treat our employees with respect.'

This announcement is released simultaneously with Nike's report on performance for the first quarter of fiscal year 2026. The financial report shows that profits have decreased by 2%, and revenue has decreased by 4%. The company indicates that it expects revenue for this fiscal year to decline by more than one percentage point.

A spokesperson for BJW_KEEP_00002, BJW_KEEP_00001, said in a statement that the company "remains committed to maintaining transparency with its employees and communicating promptly as updates become available." She added, "Some actions will occur over time, and in many regions, applicable local requirements and negotiation procedures will determine the timing and manner of implementation."

The company's last announcement of layoffs was in April, when it stated that it would eliminate approximately 1,400 positions. However, at that time, the company said that affected employees would be directly informed by their supervisors and human resources partners from that day on.

Layoffs to be announced at a later date

Meta stated in April that after cutting 10% of the workforce next month, the company's internal forum quickly filled with anxiety, dark humor, and questions from employees. Business Insider previously reported that one commentator described this situation as "28 days of hell."

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This is not the first time that Meta has announced such measures before actual layoffs occur. In mid-March 2023, during its "Year of Efficiency," the company stated that some employees would find out on the following day whether they would be affected, with reorganizations and layoffs in the technical team to take place by the end of April, and those in the business team by the end of May.

These widespread announcements differ from the federal laws and some state laws that require companies to provide advance written notice to employees who may be affected during large-scale layoffs. In contrast, Nike, Meta, and GitLab notify all employees more broadly about upcoming layoffs before specifying which positions will be cut.

Pros and Cons

Employment lawyer Kevin Zwetsch indicates that when a company issues a layoff notice in advance—earlier than what the law may require—it might be trying to find employees who will leave voluntarily, in order to avoid paying severance fees and minimize involuntary layoffs as much as possible. However, the cost of this approach is that "you might lose outstanding talents," he says, "those who wouldn't have been selected for the reorganization in the first place."

Professional coaches and human resources professionals say that when layoffs are approaching, employees tend to strive to prove their value. However, simply doubling their efforts usually doesn't help, and if employees start to respond negatively, it may instead provide the company with a reason to include them on the layoff list.

“Working harder in the last few weeks won’t change the outcome,” former Google HR director Laszlo Bock once told Business Insider. Now he provides consulting services for startups. On the contrary, employees would usually be better off using this time to build their networks and prepare for the next step, says Bock.

Onwards HR, co-founder and CEO, Sarah Rodehorst stated that if employees are aware that they might lose their jobs, they can look for other open positions within the company. Onwards HR is a company that assists businesses with redundancy and separation processes.

She added that the key is for the company to provide specific notifications: indicating the departments, locations, or positions most likely to be affected by layoffs, which helps employees assess their risk of being dismissed. Otherwise, vague warnings can create "a lot of anxiety" throughout the company, said Rodehorst.

Laura Labovich, who is in charge of Career Strategy Group, is the head of a placement service organization. She stated that for employees, it might be ideal to be notified one or two months in advance, as this would allow them to start looking for a new job while they are still employed.

She said that employers can help by publicly explaining that layoffs are due to financial challenges and other factors, rather than employees' abilities, and by allowing employees to attend interviews during working hours. Labovich also mentioned that the extra time gives employees the opportunity to gather contact information from colleagues, as well as non-proprietary documents such as performance evaluations, which can be useful in their job search.