Reductions in force (RIFs), also referred to as layoffs, downsizing, or restructuring, remain one of the most challenging workforce management decisions college and university employers face. Beyond the operational and financial considerations, RIFs carry significant legal, reputational, and strategic risks and considerations. Institutions must carefully navigate federal, state, and local laws, as well as policies and procedures unique to higher education such as tenure and faculty handbooks, while also ensuring that their actions are fair, transparent, and sensitive to affected staff and faculty.

Below are key best practices and considerations institutions should keep in mind when planning and executing a RIF.

1. Employment Laws, Policies, and Contracts

Several employment laws intersect with RIFs, making compliance a critical priority:

• Title VII of the Civil Rights Act and other anti-discrimination statutes (such as the Age Discrimination in Employment Act and the Americans with Disabilities Act) prohibit institutions from making termination decisions based on protected characteristics like race, sex, age, disability, or national origin.
• State and local laws may expand protections (e.g., covering sexual orientation, gender identity, or caregiver status) or impose additional requirements around notice, severance, and earned leave payouts.
• National Labor Relations Act (NLRA) protections may apply if a unionized workforce is involved, potentially requiring bargaining...

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