> Do you keep them for 3 months just to be nice then proceed with the layoff anyway? I'm not sure that's much better... Much better than days of notice. The s

> Do you keep them for 3 months just to be nice then proceed with the layoff anyway? I'm not sure that's much better... Much better than days of notice. The solutions seem pretty simple to me, contractually required notice periods. My last job I had either a two or three month notice period, I can't quite remember. For those coming over on visas, you could have an initial notice period that's longer. > I think maybe the best thing to do here is just to give good severance packages? Missing in this for the case of visas is about how long you're allowed to stay in the country without a job. A notice period should mean you're still employed, so that adds to any grace period around a visa. > You'd inevitably just end up protecting certain types of crappy situations (recently located) over other types of crappy situations (family member just died). Maybe, yeah. But protecting some people rather than none is an improvement, particularly when some cases are extremely easy to identify and may make a much larger proportion of people affected significantly.