Employee Career Transition Awareness Lags Layoff Fears

Only 19% of employees recognize their company's internal redeployment programs, even as 87% of HR leaders anticipate or have already conducted layoffs by 2026. This striking disparity means a vast majority of the workforce remains unaware of potential internal career transition options, missing opportunities to reskill or move into new roles within their current organizations.

Most HR leaders claim to have redeployment programs in place, but the vast majority of employees are unaware these programs exist. This tension creates significant challenges for organizations attempting to manage talent effectively amid economic uncertainty.

Companies will likely face increased talent attrition and higher outplacement costs due to underutilized internal resources, even as they plan for significant workforce reductions. When employees lack visibility into internal mobility, valuable skills depart, creating unnecessary recruitment expenses and knowledge gaps.

The Looming Layoff Wave and HR's Preparedness

87% — of HR leaders have conducted or plan layoffs in 2026, according to Marketscreener.
77% — of HR leaders state that redeployment programs exist, according to www.marketscreener.com.

HR leaders are clearly anticipating workforce changes and implementing internal programs to manage transitions. Yet, these programs' effectiveness depends entirely on employee awareness and engagement, a critical missing piece.

The Critical Chasm: Employee Awareness vs. Program Existence

HR's perception of program availability clashes sharply with employees' profound lack of recognition. This is a fundamental communication breakdown.

Metric	HR Leader Perception	Employee Recognition
Redeployment Program Existence	77%	19%

This data is based on research cited by www.marketscreener.com.

To close this critical visibility gap, HR leaders must implement direct, measurable strategies. First, establish a centralized, easily accessible internal job board for all open positions, clearly outlining skill requirements and development opportunities. Second, mandate an "internal-first" hiring policy, requiring managers to consider qualified internal candidates before external recruitment. Third, launch targeted communication campaigns using multiple channels—intranet, email, town halls—to educate employees about redeployment program benefits and how to access them. Finally, integrate reskilling and upskilling pathways directly into redeployment programs, ensuring employees have the support to transition into new roles.