That script is too long.
Check with your manager is "That is something I cannot discuss" adequate?

If you are having a merger, for example, same thing only it's insider trading.

I'm sorry, OP. It's an awkward position to be in. But it's part of the job. I've been in your shoes.

Unfortunately, you absolutely cannot say anything. Best option is to have the same canned response for everyone, whether they are on the current list or not. Your manager may give you a good script, or something like: "Affected employees will be notified by (whenever your company has official said the layoffs will happen). I can't give any specific information until then, as we are still working through the process. I'm sorry, I know it's hard to be in an uncertain position like this. Best advice I can give is for everyone to update your resume and start considering options, just in case."

The radio silence is for good reason. Trickling out information just creates more panic and chaos, as some employees start getting inside info, then everyone wants inside info, rumors fly wildly, and nobody knows what's real and what's false rumor. I had one situation where an entire department was completely safe, no chance of anyone in that group getting let go, and I couldn't even tell them that ... because people do talk, and employees from other departments would hear that Group A got the all-clear, so they'd want to know why they didn't get a similar "you're safe" message, causing them even more stress. What feels like a favor to a friend is really a disservice to everyone. So just keep repeating the party line, and keep your mouth shut on anything more than that.

Anonymous wrote:IMO the difficulty with the "list is not final" stuff is that's precisely why people want to know - so they can advocate to not be on the list or transfer to a different department. I've seen it happen. They're not going to waste their capital if they're not in fact on the list, although the list could change. I really like this answer from PP: “I don’t know who is on the list. If you see a great opportunity elsewhere you should go for it, because either you are on the list and it will help you, or if you leave it will most likely save the job of someone else who is on the list”.

Simply say, I don’t discuss layoffs. No mention of lists. Don’t even confirm a layoff is happening; simply direct them to the appropriate POC or memo or their manager.

Anonymous wrote:I work for a large company that has layoffs planned which has been disclosed to employees (that they are coming in Q1).

In Q4 I moved into an HR capacity at the company (previously held several other non-HR roles) and have knowledge of which employees will be let go in the coming months. Many of my old colleagues from past teams have been reaching out to me because everyone wants to know if they are going to be let go. It’s a highly awkward situation and I hate being put in this position. All I have said is that I actually don’t know who is being let go, which was technically true until yesterday when I was given a list, and several people I consider to be friends are on the list. Employees won’t be notified for at least another month and I feel awful for what’s to come.

Do I continue to say I don’t know who is getting let go, which won’t be believable for much longer because my team is managing the process? I don’t want to lie and give anyone a false sense of security.

What would be least offensive to you as a friend when you look back after all is said and done?

You say it in your OP, they are colleagues not friends. So unprofessional and damaging to ask, they absolutely are no friend of yours.

Anonymous wrote:HR are the paid gaslighters and liars of the company. This is what you signed up for.

+1
Whatever you do, don't tell them the truth. This is what you are paid to do.

IMO the difficulty with the "list is not final" stuff is that's precisely why people want to know - so they can advocate to not be on the list or transfer to a different department. I've seen it happen. They're not going to waste their capital if they're not in fact on the list, although the list could change. I really like this answer from PP: “I don’t know who is on the list. If you see a great opportunity elsewhere you should go for it, because either you are on the list and it will help you, or if you leave it will most likely save the job of someone else who is on the list”.

Having been through this with clients, it’s very common for the list to change over the course of a month as departments figure out what they can/can’t do, and the lawyers review. So you can probably honestly say nothing is finalized.

As for your friends….this is a real test of your friendship. If you are really good enough friends that you trust they will never tell anyone you gave them a heads up, then you could give them a headsup via a personal call in which you say “you didn’t hear it from me and you absolutely can’t tell anyone you heard this from me….but odds are high you’ll be on the list”. But you have to be willing to gamble your own job on your friends trustworthiness.

You feel awkward about this but it is clearcut. You cannot say a word. Period.

Similar things will arise in HR. You’ll know about medical leaves, family dissolution, upcoming promotions.

This can be uncomfortable. If it is too uncomfortable for you, leaving HR is an option.
But, as stated, other roles can include holding confidential information.

Either lie or say that you can’t discuss. I’d probably say that the lists are still being modified and won’t be final until the layoffs happen.

Anonymous wrote:Larla, I consider you a friend/close friend. Discussing any privileged information I have would put my job and family at risk. I’m sure you understand I can’t do that. I suggest everyone who is concerned have their resume updated and start looking for a new position. Wink wink…

Side note, I’ve been involved in layoffs before. It’s not done until it’s done. Lists can and do change.

This without the "Wink Wink".

My F500 company had a big layoff in November. I was laid off from it in 2009 and went back two years later as a contractor.

The most important thing is to be human and keep in touch after. Otherwise you were never really "friends".

No good can really come of telling your friends. People react very strange and most will let everyone know you told them. Most people won't be discreet once you share the information.

You don’t say anything. I’ve had to do this before, and I’m not HR, just a manager. The other people are correct in that the lists aren’t final until the call is made. An answer I might give is “I don’t know who is on the list. If you see a great opportunity elsewhere you should go for it, because either you are on the list and it will help you, or if you leave it will most likely save the job of someone else who is on the list”.

Anonymous wrote:Some of this advice is terrible, ignore it so you don’t get fired.

Don’t say anything to anyone about the layoffs. Your lack of confidentiality WILL blow up in your face and get you fired, and ruin your brand and reputation.

I work for a huge company and a person got fired for doing this very thing. Don’t say anything OP. You don’t owe anyone anything.

This. In fact, it is rude / inconsiderate / damaging to your relationship that some of your friends had the gumption to outright ask.

Larla, I consider you a friend/close friend. Discussing any privileged information I have would put my job and family at risk. I’m sure you understand I can’t do that. I suggest everyone who is concerned have their resume updated and start looking for a new position. Wink wink…

Side note, I’ve been involved in layoffs before. It’s not done until it’s done. Lists can and do change.

Tell them with a private phone call. Or drop a paper in their office when they’re not there