From six months' salary and free MacBooks to career support and startup grants, Canva's response to mass layoffs is drawing attention. But does a more empathetic exit strategy signal a different kind of leadership?

While layoffs usually trigger anger and criticism, Canva's approach has drawn praise across Instagram, LinkedIn and X (formerly Twitter). Employees and social media users have highlighted the company's severance package and the way it has handled the transition, bringing CEO Melanie Perkins' leadership style into focus.

Canva has announced a restructuring affecting 1,271 employees, or 22 per cent of its workforce. Calling it the hardest moment in the company's 13-year history, Perkins acknowledged the human cost of the decision. The company is offering at least six months' salary, 12 months of healthcare coverage in eligible countries, career coaching, interview preparation and a year's LinkedIn Premium subscription. Employees can also keep their MacBooks.

It is additionally offering $10,000 grants through the Canva Collective Fund to employees looking to start businesses or community projects, without seeking equity.

EMPLOYEES, SOCIAL MEDIA PRAISE HOW CANVA HANDLED LAYOFFS

An Instagram user who said she was laid off after joining Canva in 2023 shared an emotional account of the experience. While admitting she was struggling to process the news, she described Canva as the best organisation she had worked for.

She recalled the company's support during her maternity leave, including an extension of her leave and accommodation for a temporary relocation to Dubai. What impressed her most, she said, was how Canva handled the layoffs and supported departing employees.

Her account captures an important distinction: employees can be disappointed about losing their jobs while still appreciating how an employer treats them during an exit.

CANVA IS NOT THE ONLY COMPANY OFFERING GENEROUS EXIT PACKAGES

Canva is not alone in offering financial support. A comparison of technology layoffs in 2026 shows Meta offered 16 weeks' salary plus two weeks for every year of service. Dropbox offered 16 weeks' pay plus a week per year of service, along with laptop retention and career support. As per reports and social media posts, there are instances of employers asking laid-off employees to keep their laptops to help them find new jobs.

Microsoft offered voluntary exits to eligible employees, with tenure-linked compensation and benefits. Amazon gave most affected US employees 90 days to explore internal opportunities before transition support, including severance.

Canva's package stands out for combining financial security with healthcare, career assistance and startup grants.

IS IT A DIFFERENT KIND OF LEADERSHIP?

Perkins' response has also prompted questions about whether women CEOs handle difficult workforce decisions differently. While her communication has emphasised empathy and employee support, it would be simplistic to attribute these qualities to gender alone.

A new International Labour Organization (ILO) report, Women in Business and Management: Scaling Success, finds that enterprises led by women CEOs were 6.4 per cent more likely to report better business outcomes than those led by men. While this does not establish that women are inherently more empathetic leaders, it adds to the evidence that women's leadership can deliver measurable organisational benefits.

Generous severance cannot erase the uncertainty of losing a job. Nor does it address every concern among employees facing relocation or changed responsibilities.

Canva's real test will be supporting those who leave while retaining the trust of those who stay. Its approach raises a larger question for the technology industry: companies may not always be able to avoid layoffs, but how they treat people during them remains a choice.

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