What Should You Do After a Layoff? A Neurodivergent Perspective
If you’re reading this after a layoff—whether you saw it coming or not—you’re not alone. This post, based on my own experience as a neurodivergent professional and leader, is here to help you process, heal, and begin your next chapter.
Table of Contents
- Introduction
- 1. It’s Not Your Fault
- 2. Allow Yourself to Grieve
- 3. Take Time Before Big Decisions
- 4. Reclaim Your Skills and Superpowers
- 5. Express Gratitude—and Start Networking
- 6. Navigating the Job Search in the Age of AI
- 7. Find Your Community and Resources
- Conclusion and Next Steps
Introduction
Experiencing a layoff is never easy, especially for neurodivergent individuals. As someone with formal ADHD and autism diagnoses—and 12 years of senior management experience—I know firsthand how disruptive, emotional, and overwhelming this moment can be. Whether you’ve been with your organization for years or just a short time, losing your job can bring up complex feelings of grief, loss, and uncertainty. These are the lessons I’ve learned and since my job loss 10 months ago, and what I wish someone had told me. My intent with this is to help you process, recover, and move forward—one step at a time. The following writing in a paraphrased version of what is offered with more thoughtfulness in the video above.
1. It’s Not Your Fault
The first thing you need to know: You are not to blame. Role eliminations or layoffs are business decisions, often made with little attention to individual contributions or personal value. Whether it’s budgets, restructuring, or shifting priorities, these choices reflect organizational needs often based in financial changes—not your worth, skills, or effort. Don’t let this shake your confidence.
2. Allow Yourself to Grieve
Losing a job is a real loss—and it deserves space to grieve. Emotions may come in waves: sadness, anger, relief, anxiety, even happiness. There’s no right way to process it. Grieving isn’t linear, and it may take days, weeks, or longer to move through your feelings.
Give yourself permission to feel everything. Take a day or two (or as much as you can) to rest and process before jumping into action, especially if you have severance. If you don’t, even a few hours of reflection can help prevent rushed decisions you might regret.
3. Take Time Before Big Decisions
After a layoff, panic mode can kick in. That sense of urgency can lead to snap decisions—sometimes not the right ones. If possible, give yourself a buffer before making big moves. Talk with friends or loved ones. Process your emotions. You’ll make better choices once you’ve had a chance to breathe and reflect.
4. Reclaim Your Skills and Superpowers
When you’re ready, start by making a list—not a resume yet, but a real, honest inventory:
- What did you do in your last job?
- What skills did you use—hard and soft?
- What tasks energized you? (Your “superpowers”)
- What drained your energy?
Be honest. These insights help you clarify what you want (and don’t want) in your next role, making your job search more focused and authentic. You can dig into this work more through my Drains and Sparks AuDHD Workplace Workbook.
5. Express Gratitude—and Start Networking
No matter how tough the experience, chances are there were people you valued at your last job. Taking a moment to feel gratitude for those relationships can help you heal and also spark ideas for networking. Reaching out to former colleagues can lead to new opportunities, advice, and a sense of community.
6. Navigating the Job Search in the Age of AI
Job hunting today often means facing “AI walls”—automated resume filters that make it harder to get noticed. Here’s how to navigate this:
- Humanize your resume and cover letter. Don’t let AI writing tools erase your authentic voice.
- Leverage connections. Don’t be afraid to reach out directly to hiring managers or recruiters.
- Be patient and persistent. It’s normal for the process to take time; you’re not alone if it feels slow or discouraging.
7. Find Your Community and Resources
There are free tools, job boards, and neurodivergent-friendly coaching services out there. Be wary of anyone charging steep fees for basic resources. LinkedIn groups, online communities, and peer support can all help you navigate this transition.
Conclusion and Next Steps
A layoff is a major life event, but it does not define you. Take it one day at a time. Process your feelings. Lean on your community. Stay open to new paths—and protect your energy. If you’re neurodivergent, your unique strengths are valuable, and there is space in the workplace for everything you bring.
Have questions about ADHD, autism, or neurodivergence in the workplace? Let me know in the comments or check out my other videos for support on job interviews, career growth, and more.
Frequently Asked Questions:
Q: What should I do immediately after a layoff?
A: Allow yourself to process the emotions, avoid rushed decisions, and take stock of your skills and strengths before jumping into job applications.
Q: How can I stand out in today’s job market?
A: Focus on authentic communication, leverage personal connections, and tailor your applications to each role. Avoid relying solely on AI-generated resumes.
Q: Are there resources for neurodivergent job seekers?
A: Yes—look for specialized coaching, LinkedIn groups, and online communities for neurodivergent professionals. Beware of high-fee services; many quality resources are free or low-cost.
If this post helped you, check out my video and other resources for more advice on navigating the workplace as a neurodivergent professional.
About Brett, The AuDHD Boss:
Brett Whitmarsh (he/they), founder of The AuDHD Boss, is late-diagnosed autistic and ADHD. Brett spent twelve years in corporate leadership at a national education publishing company, most recently as VP of Professional Books and Media and, before that, VP of Digital Content and Communications. He served as co-sponsor of the company’s Pride and Mental Health employee resource groups, an active member of its Black Alliance and AccessAbilities ERGs, and a founding member of its inclusion leadership committee.
Brett advises leadership and HR teams on building neuro-inclusive workplaces, including organizations running neurodivergent hiring programs. He also coaches late-diagnosed autistic and ADHD adults navigating their careers, and speaks at corporate events and conferences on neurodiversity at work.