Never Sign a Severance Package Without a Careful Read

That Severance Offer Is Almost Always Negotiable

Before You Sign Away Your Rights, Let Us Read It

Losing a job is stressful, and a severance offer can feel like a lifeline you should grab quickly. That is exactly why employers present it the way they do. The agreement almost always asks you to release your claims, and it may include non-competes, non-disparagement clauses, and other restrictions that follow you for years.

If you are 40 or older, federal law gives you at least 21 days to consider a release of age claims and 7 days to revoke after signing. But the bigger point applies to everyone: severance terms are negotiable, from the payment amount to the restrictions you are asked to accept.

We review the agreement, flag what you would be giving up, and negotiate better terms where there is room. The goal is simple: make sure you understand and keep what you are entitled to before you sign.

Where We Come In

• ✓ You were handed a severance agreement to sign
• ✓ The release would waive a claim you may have
• ✓ The package includes a non-compete or non-disparagement clause
• ✓ You are 40 or older and unsure about your review rights
• ✓ You think the payment is lower than it should be
• ✓ You want the agreement explained in plain English before signing

Release & Waiver Review

Exactly which claims you would give up, explained before you sign anything.

Severance Negotiation

Pushing for a better payment, benefits, and terms where the room exists.

Restrictive Covenants

Non-competes and non-solicits buried in the package, tested for enforceability.

Non-Disparagement

Clauses that limit what you can say, reviewed for fairness and scope.

Age-Claim Releases

OWBPA review and revocation rights for workers 40 and older.

Hidden Claim Value

Spotting a live claim the release would quietly extinguish.

Consultation

Tell us what happened. We listen, ask the right questions, and find the claims or the exposure in your situation.

Review the Record

We read the contract, the emails, the pay records, and the policies, then tell you plainly where you stand and what your deadlines are.

Assert or Protect

We file the charge, send the demand, negotiate the severance, or build the compliant policy, with a clear plan and your goals at the center.

Resolve or Try It

We push for the strongest resolution available and are fully prepared to take it to the EEOC, to court, or to trial.

“The number on a severance offer gets all the attention, but the language is where the real cost hides. You are usually being asked to release every claim you might have, sometimes including one that is worth more than the severance itself. I have had clients about to sign away a strong discrimination or wage claim for a few weeks of pay. My job is to read the whole thing, tell you what you are actually giving up, and find what gives you room to push for more. Severance is negotiable far more often than people believe, but only before you sign.”

Answers Before You Call