Job termination has changed drastically since the pandemic. Where we once had systems that considered human feelings, we now have practices that are startlingly impersonal. Large corporations like Amazon have raised skepticism over the ethics of mass layoffs and the long-term hit on workers’ mental health particularly with the holiday season around the corner.
Historically
Human Resources would handle employee layoffs carefully. An employee was called for a private meeting with their boss and a representative from HR. The process was tough but respectful:
- Human interaction was the norm – a professional would break the news and answer any immediate questions.
- An exit interview allowed employees to provide feedback or at least say a proper goodbye.
- The employee would be given clear information about severance, health benefits, and resources like outplacement and resume coaching.
New Reality: Overemphasis on Efficiency
Recently, this respect has vanished. Companies have replaced personal interactions with efficiency, with little regard for the employee’s service or emotional health.
Last week, Amazon reportedly notified over 14,000 employees of their termination through a system-generated email, and in some cases, a text message.
Where Are We Heading?
If companies are ending employment via automated email, then termination through a simple text message or pre-scheduled social media message could be next. The new era demonstrates a trend where the human connection in business is seen as a wasteful expense rather than a necessity.
Dr. Sharon L. Bethea, President of the Association of Black Psychologists, highlights the profound personal consequences of this trend: “Massive layoffs during an already stressful holiday season can sever not only job security but also the emotional and spiritual well-being that sustains us. The pain is not just economic—it is deeply human and communal, affecting individuals, families, and communities.” Her insight underscores that this is about more than just losing a paycheck; it’s about the erosion of human dignity and trust.
This shift—from a respectful, human-centered process in the 90s and 2000s to an impersonal, technology-driven practice in 2025—reflects broader changes in how work is valued and how workers are seen. When notifications of job loss arrive via algorithm, workers often feel more shock, betrayal, and humiliation. The human spirit is neglected in favor of mechanical efficiency, with long-lasting mental health repercussions.
It is essential for businesses and leaders to rethink how we manage terminations in this new era. While technology can support efficiency, it cannot replace compassion. Restoring empathy and dignity in job transitions is crucial, especially when so many face instability and uncertainty. As a futurist and author of “Death of a Job,” I advocate for a balance—where technology aids, but human respect remains central to how we treat workers in their moments of greatest vulnerability. This is not just good ethics; it is necessary for sustainable, humane workplaces.
The Mental Impact:
When personal, life-changing news is received through an impersonal channel, feelings of betrayal, shock, and embarrassment can be intensified. A lack of a human messenger alters a tough business decision into a life-altering trauma. Feelings of worthlessness, humiliation, and shock seep in.
And it’s happening more often than we think – tech jobs alone have seen over 108,000 cuts in 2025, and retail layoffs are up over 200% compared to last year. For those losing their jobs just before the holiday season, stress, guilt, and depression can be overwhelming.
Karla Hill, Co-Founder at gpscareerandbusinessstrategies.com, says: “Layoffs aren’t sensitive anymore. Each job loss is a ripple that affects those who lose their job but also those who are left behind. Companies need to recognize the true cost is in trust and well-being, not just money.”
Conclusion: We Can’t Ignore the Human Cost
It’s time to question our methods – what does respectful termination look like in today’s age of efficiency and automation?
Companies must remember that their actions affect human lives. Terminations are inherently difficult, but we must aim to restore dignity, empathy, and human support to every worker. They deserve to be more than mere numbers in an HR algorithm.
Mike Johns is a futurist and author of “Death of a Job”. He is the founder of BeSkilled and advocates for ethical technology.’
Over the last decade and beyond, the way we terminate employment has shifted dramatically—and not for the better. In the 1990s, and even through the 2000s, human dignity was still an essential part of the process. Layoffs were conducted with direct, personal engagement—private meetings involving the employee’s manager and HR representatives ensured that news, however difficult, was delivered with empathy and respect. Employees had the chance to ask questions, receive clear information about severance and benefits, and say a proper goodbye through exit interviews. This approach acknowledged the very real emotional toll of job loss, recognizing that behind every number was a human being.
Fast forward to 2025, and technology has changed the landscape of termination practices, often stripping away empathy for the sake of speed and efficiency. Companies now often use automated systems to notify employees of layoffs—Amazon, for instance, recently informed over 14,000 corporate workers through system-generated emails and, in some cases, text messages. This depersonalization speaks to a troubling trend: human connection is increasingly viewed as an expendable luxury rather than a necessity. The emotional impact of such mechanized notifications is severe, especially during the holiday season, a time traditionally associated with family, security, and celebration.
Dr. Sharon L. Bethea, President of the Association of Black Psychologists, highlights the profound personal consequences of this trend: “Massive layoffs during an already stressful holiday season can sever not only job security but also the emotional and spiritual well-being that sustains us. The pain is not just economic—it is deeply human and communal, affecting individuals, families, and communities.” Her insight underscores that this is about more than just losing a paycheck; it’s about the erosion of human dignity and trust.
This shift—from a respectful, human-centered process in the 90s and 2000s to an impersonal, technology-driven practice in 2025—reflects broader changes in how work is valued and how workers are seen. When notifications of job loss arrive via algorithm, workers often feel more shock, betrayal, and humiliation. The human spirit is neglected in favor of mechanical efficiency, with long-lasting mental health repercussions.
It is essential for businesses and leaders to rethink how we manage terminations in this new era. While technology can support efficiency, it cannot replace compassion. Restoring empathy and dignity in job transitions is crucial, especially when so many face instability and uncertainty. As a futurist and author of “Death of a Job,” I advocate for a balance—where technology aids, but human respect remains central to how we treat workers in their moments of greatest vulnerability. This is not just good ethics; it is necessary for sustainable, humane workplaces.
