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Don't Sign Your Severance Until We Review It.
Your employer's lawyers wrote that agreement. Shouldn't you have a lawyer look at it before you give up your rights? We review severance packages to protect employees from unfair terms.
This Agreement Is Not Your Friend
When an employer offers severance, they're trying to buy something: your silence, your release of claims, and their peace of mind. The document they hand you is designed to maximize their protection, not yours. Before you sign away your rights, know what you're giving up.
Is the money fair?
What claims are you waiving?
What restrictions apply?
Red Flags We Look For
These common severance provisions often need negotiation or removal.
Overly Broad Releases
Waiving claims you don't even know you have yet—including potential discrimination or retaliation claims.
Non-Disparagement Traps
Clauses that penalize you for truthful statements while not binding the employer.
Excessive Non-Competes
Restrictions that limit your future employment beyond what's legally enforceable.
Rush Tactics
Artificial deadlines designed to pressure you into signing without legal review.
Our Review Process
Analyze the release of claims—what are you giving up?
Evaluate severance amount against your tenure and potential claims
Review non-compete, non-solicitation, and confidentiality clauses
Check non-disparagement provisions for one-sidedness
Verify OWBPA compliance (21/7 day requirements for 40+ employees)
Identify negotiation leverage and recommend improvements
Frequently Asked Questions
Severance agreements are drafted by your employer's lawyers to protect the company—not you. They often contain broad waivers of legal claims, non-compete clauses, non-disparagement provisions, and other terms that limit your rights. An attorney can identify problems and negotiate better terms.
We offer severance agreement consultations. Many reviews can be completed quickly, and our fees are often offset by the improvements we negotiate. If we identify claims you can pursue instead of signing, we may represent you on contingency for those claims.
Severance releases typically waive all claims against the employer—known and unknown. This can include discrimination, harassment, retaliation, unpaid wages, and breach of contract. If you have viable claims, you may recover more through litigation than through severance.
Almost always. Employers expect negotiation. Common improvements include: more severance pay, extended health insurance (COBRA subsidy), favorable reference letters, removal or narrowing of non-compete clauses, and acceleration of equity vesting. We advocate for maximum value.
For employees 40 and older, the Older Workers Benefit Protection Act (OWBPA) requires employers to give you at least 21 days to consider a severance agreement (45 days in group layoffs) and 7 days to revoke after signing. Don't let employers rush you—these are your legal rights.
If you're over 40 and within the 7-day revocation period, you can still revoke. Otherwise, you may be bound by the agreement. However, some releases are unenforceable due to technical defects or fraud. Contact us immediately to evaluate your options.
Know What You're Signing.
Send us your severance agreement for a fast, confidential review. Don't give up more than you have to.
Affordable Review – Flat Fee Available