[{"data":1,"prerenderedAt":493},["ShallowReactive",2],{"document-how-to-negotiate-your-severance-package-D13271":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":38,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":492},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"HOW TO NEGOTIATE YOUR SEVERANCE PACKAGE Letting go of a job can be stressful, especially when you are not certain about your severance package. It may interest you to know that you can negotiate your severance package with the appropriate actions. The benefits of a good negotiation outweigh the risks, especially because it is certain that you're leaving the company. During negotiation, performing detailed research and leveraging your history with the employer is advisable to get the most suitable compensation. Here are some helpful steps to follow in negotiating your severance package: Understanding What Makes Up a Severance Package Before starting to negotiate, you should try to understand what makes up a severance package. It's imperative to note that a severance package is not the same as severance pay. Unlike popular beliefs, there are multiple components to a severance package compared to severance pay. For the best value out of your severance package, there are certain components to look into so you can identify key benefits. The common elements of the package include: Paid time off: Employees can get paid for time accrued, including sick days and vacations. Benefits: Full-time employees can get employer-sponsored health benefits for months after a layoff. Some are also able to get medical insurance. If you pay a monthly premium, you may negotiate with the employer to cover the cost while looking for a new job. Stock options: If stock options aren't fully vested with the company, the severance package may give details on a suitable time to exercise the stock options. Liability release: The severance agreement may include a clause that releases the employer from liability or complaints. Non-disclosure agreement: In exchange for a non-disclosure agreement, certain severance packages offer employees compensation. Don't Sign Paperwork Immediately Take a step back before signing any paperwork because most employers want a smooth layoff process. Therefore, they may try convincing you to sign the severance agreement immediately. Instead of doing so, it's in the employee's best interest to remain patient before signing any paperwork. When leaving a job, certain emotions may affect financial decisions. So, it's necessary to take time out to process those feelings before finally signing. Note that some employees also have legal protections that allow them a specific time to review their severance package. Read Carefully Since a severance package is a legal document, it's imperative to read it thoroughly. Ensure you read the entire document to comprehend the necessary details. Reading carefully ensures that there is no misinformation that you would not agree to",null,"How To Negotiate Your Severance Package","4",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/how-to-negotiate-your-severance-package-D13271.png","https://templates.business-in-a-box.com/imgs/250px/13271.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13271.xml",{"title":15,"description":6},"how to negotiate your severance package",[17,20],{"label":18,"url":19},"Legal Agreements","/templates/business-legal-agreements/",{"label":21,"url":22},"Partnership Agreements","/templates/partnership-agreement/","How To Negotiate Your Severance Package Template","https://templates.business-in-a-box.com/imgs/400px/13271.png","https://templates.business-in-a-box.com/imgs/600px/13271.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,35],{"label":28,"url":29},{"label":33,"url":34},"Human Resources","/templates/human-resources/",{"label":36,"url":37},"Offboarding & References","/templates/offboarding-and-references/",[39,43,47,51,55,59,63,67,71,75,79,83,87,103,116,130,146,158],{"label":40,"url":41,"thumb":42,"extension":10},"Severance Package","/template/severance-package-D13238","https://templates.business-in-a-box.com/imgs/250px/13238.png",{"label":44,"url":45,"thumb":46,"extension":10},"Severance Plan","/template/severance-plan-D13185","https://templates.business-in-a-box.com/imgs/250px/13185.png",{"label":48,"url":49,"thumb":50,"extension":10},"Severance Agreement","/template/severance-agreement-D525","https://templates.business-in-a-box.com/imgs/250px/525.png",{"label":52,"url":53,"thumb":54,"extension":10},"Sponsorship Package","/template/sponsorship-package-D12838","https://templates.business-in-a-box.com/imgs/250px/12838.png",{"label":56,"url":57,"thumb":58,"extension":10},"How To Brand Your Business","/template/how-to-brand-your-business-D13154","https://templates.business-in-a-box.com/imgs/250px/13154.png",{"label":60,"url":61,"thumb":62,"extension":10},"Letter of Authorization to Negotiate","/template/letter-of-authorization-to-negotiate-D1033","https://templates.business-in-a-box.com/imgs/250px/1033.png",{"label":64,"url":65,"thumb":66,"extension":10},"Severance Letter","/template/severance-letter-D13283","https://templates.business-in-a-box.com/imgs/250px/13283.png",{"label":68,"url":69,"thumb":70,"extension":10},"How To Advertise Your Business For Free","/template/how-to-advertise-your-business-for-free-D12967","https://templates.business-in-a-box.com/imgs/250px/12967.png",{"label":72,"url":73,"thumb":74,"extension":10},"How To Automate Your Business Processes","/template/how-to-automate-your-business-processes-D13338","https://templates.business-in-a-box.com/imgs/250px/13338.png",{"label":76,"url":77,"thumb":78,"extension":10},"How To Delegate Your Team Effectively","/template/how-to-delegate-your-team-effectively-D13158","https://templates.business-in-a-box.com/imgs/250px/13158.png",{"label":80,"url":81,"thumb":82,"extension":10},"How To Grow Your Business Quickly","/template/how-to-grow-your-business-quickly-D12950","https://templates.business-in-a-box.com/imgs/250px/12950.png",{"label":84,"url":85,"thumb":86,"extension":10},"How To Improve Your Website Seo","/template/how-to-improve-your-website-seo-D13343","https://templates.business-in-a-box.com/imgs/250px/13343.png",{"description":88,"descriptionCustom":6,"label":89,"pages":90,"size":9,"extension":10,"preview":91,"thumb":92,"svgFrame":93,"seoMetadata":94,"parents":96,"keywords":95,"url":102},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":95,"description":6},"employee dismissal letter",[97,99],{"label":33,"url":98},"human-resources",{"label":100,"url":101},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":104,"descriptionCustom":6,"label":105,"pages":8,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":115},"SEPARATION AGREEMENT This Separation Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [PARTNER A FULL NAME], (\"Partner A\") an individual with their main address located at: [YOUR COMPLETE ADDRESS] AND: [PARTNER B FULL NAME], (\"Partner B\") an individual with their main address located at: [YOUR COMPLETE ADDRESS] Collectively, Partner A and Partner B shall be referred to as the \"Parties.\" WHEREAS, the Parties are partners in a partnership for the purpose of [SPECIFY THE PURPOSE OF BUSINESS] and entered into a written agreement dated [DATE]. WHEREAS, Partner A (the \"SEPARATING PARTNER\") desires and has agreed upon a separation from the partnership and is entering into this Separation Agreement with Partner B in order to effectuate the same. WHEREAS, Partner B shall manage the affairs of the Business solely after the effective date of this Agreement. NOW, THEREFORE, the Parties hereby agree as follows: SEPARATION Partner A shall separate himself from the partnership, effective on [DATE] and thereafter promptly halt involvement in the affairs of the Business, and incur no further obligations on behalf of the Business after the effective date of this Agreement. Partner B shall manage the affairs of the Business solely after the effective date of this Agreement. The Parties shall mutually determine the extent and whereabouts of all partnership assets, inventory, liabilities, debts and tax obligations. Accounting. A statement of account shall be prepared which will include a list of all the inventories, assets, liabilities and debts, and such statement of account shall be treated as a matter of record and the Parties may access the said statement when necessary or desired. On completion of the accounting, the Separating Partner shall pay his share of liabilities, debts, taxes and other pending expenditures, if any. After the obligation of the Separating Partner to pay the liabilities is fulfilled, the remaining amount shall be distributed in the proportion of the contribution of the Separating Partner towards the capital of the Business. In such division, any amounts paid earlier or due to the Separating Partner according to the books of the partnership shall be taken into account. RELEASE AND INDEMNIFICATION Partner B releases Partner A from any and all known claims, actions and demands arising as a result of the Business. This release does not prevent a Party from bringing suit under this Separation Agreement, should this Agreement not be fulfilled according to the rules set forth. The Parties agree to indemnify the other Party from claims, damages, or obligations of any kind with regard to their duties in distribution of assets and liabilities, unless the claims or losses come as a result of a Party's breach of contract, unethical behavior, and/or grossly negligent actions. CONFIDENTIALITY The Separating Partner agrees to hold the provisions of this Agreement in strictest confidence and agrees not to publicize or disclose any confidential or proprietary information of the other Party or the Business, its subsidiaries or affiliated entities and not to solicit the Business's employees, and, to the extent permitted by applicable law, not to solicit the Business's customers. NON-DISPARAGEMENT ","Separation Agreement","https://templates.business-in-a-box.com/imgs/1000px/separation-agreement-D13184.png","https://templates.business-in-a-box.com/imgs/250px/13184.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13184.xml",{"title":110,"description":6},"separation agreement",[112,114],{"label":18,"url":113},"business-legal-agreements",{"label":18,"url":113},"/template/separation-agreement-D13184",{"description":117,"descriptionCustom":6,"label":118,"pages":119,"size":120,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":125,"keywords":128,"url":129},"NON-COMPETE AGREEMENT This Non-Compete Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: FIRST PARTY NAME] (the \"First Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [COMPANY NAME] (the \"Second Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] FOR GOOD CONSIDERATION, the receipt of which is hereby acknowledged, the undersigned First party agrees not to compete with Second party, or its successors or assigns.","General Non-Compete Agreement","1",30,"https://templates.business-in-a-box.com/imgs/1000px/general-non-compete-agreement-D882.png","https://templates.business-in-a-box.com/imgs/250px/882.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#882.xml",{"title":6,"description":6},[126,127],{"label":18,"url":113},{"label":18,"url":113},"general non compete agreement","/template/general-non-compete-agreement-D882",{"description":131,"descriptionCustom":6,"label":132,"pages":133,"size":9,"extension":10,"preview":134,"thumb":135,"svgFrame":136,"seoMetadata":137,"parents":139,"keywords":138,"url":145},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":138,"description":6},"employment agreement_at will employee",[140,141,144],{"label":33,"url":98},{"label":142,"url":143},"Hire an Employee","hire-employee",{"label":18,"url":113},"/template/employment-agreement_at-will-employee-D541",{"description":147,"descriptionCustom":6,"label":148,"pages":119,"size":9,"extension":10,"preview":149,"thumb":150,"svgFrame":151,"seoMetadata":152,"parents":154,"keywords":153,"url":157},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":153,"description":6},"job offer letter long",[155,156],{"label":33,"url":98},{"label":142,"url":143},"/template/job-offer-letter-long-D12769",{"description":159,"descriptionCustom":6,"label":160,"pages":161,"size":9,"extension":10,"preview":162,"thumb":163,"svgFrame":164,"seoMetadata":165,"parents":167,"keywords":166,"url":172},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":166,"description":6},"non disclosure agreement nda",[168,169],{"label":18,"url":113},{"label":170,"url":171},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":175,"reviewer":187,"quick_facts":191,"at_a_glance":193,"personas":197,"variants":222,"glossary":250,"sections":284,"how_to_fill":330,"common_mistakes":371,"faqs":396,"industries":424,"comparisons":441,"diy_vs_pro":453,"educational_modules":466,"related_template_ids_curated":469,"schema":478,"classification":480},{"meta_title":176,"meta_description":177,"primary_keyword":178,"secondary_keywords":179},"How to Negotiate Your Severance Package Template | BIB","Free severance negotiation guide template in Word. Covers severance pay, benefits continuation, non-disparagement, and references.","how to negotiate severance package",[180,181,182,183,184,185,186],"severance package negotiation guide","severance negotiation template","negotiate severance pay","severance agreement negotiation tips","how to ask for better severance","severance package template word","employee severance negotiation checklist",{"name":188,"credential":189,"reviewed_date":190},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":192,"legal_review_recommended":173,"signature_required":173},"medium",{"what_it_is":194,"when_you_need_it":195,"whats_inside":196},"How to Negotiate Your Severance Package is a structured Word guide that walks a departing employee — or an HR professional advising one — through every stage of a severance negotiation, from initial assessment of the employer's offer to final agreement on pay, benefits, references, and restrictive covenants. This free download gives you a repeatable framework you can edit online and export as PDF to use as a personal preparation checklist or a coaching resource for employees facing separation.\n","Use it as soon as a termination, layoff, or mutual separation is on the table — before signing anything the employer presents. The earlier you apply the framework, the more leverage points remain open.\n","A step-by-step negotiation roadmap covering offer assessment, leverage identification, priority-setting, counteroffer drafting, benefits and equity considerations, reference and non-disparagement terms, and final review criteria before signing.\n",[198,202,206,210,214,218],{"title":199,"use_case":200,"icon_asset_id":201},"Employees facing layoff","Evaluating and countering an initial severance offer before the signing deadline","persona-employee",{"title":203,"use_case":204,"icon_asset_id":205},"HR managers","Coaching employees through severance discussions to reach fair, documented outcomes","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Executives and senior managers","Negotiating enhanced pay, equity acceleration, and outplacement support on exit","persona-ceo",{"title":211,"use_case":212,"icon_asset_id":213},"Small business owners","Structuring a consistent, defensible severance 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Plan","workplace-recycling-and-waste-reduction-policy-D13864",{"situation":235,"recommended_template":236,"slug":237},"Structuring a mutual separation for a departing employee","Mutual Separation Agreement","mutual-termination-of-contract-D513",{"situation":239,"recommended_template":240,"slug":241},"Providing formal written notice of termination alongside severance terms","Employee Termination Letter","employee-dismissal-letter-D508",{"situation":243,"recommended_template":244,"slug":245},"Tracking severance obligations across multiple employees in a RIF","Severance Pay Calculator Spreadsheet","severance-pay-agreement-D12863",{"situation":247,"recommended_template":248,"slug":249},"Documenting post-employment non-compete and non-solicit obligations","Non-Compete Agreement","general-non-compete-agreement-D882",[251,254,257,260,263,266,269,272,275,278,281],{"term":252,"definition":253},"Severance Pay","A lump sum or series of payments made by an employer to a departing employee, typically calculated as a number of weeks of base salary per year of service.",{"term":255,"definition":256},"WARN Act","The US Worker Adjustment and Retraining Notification Act, which requires employers with 100 or more employees to give 60 days' advance notice before mass layoffs or plant closings.",{"term":258,"definition":259},"COBRA Continuation Coverage","A US federal program that allows departing employees to continue employer-sponsored health insurance for up to 18 months by paying the full premium themselves.",{"term":261,"definition":262},"Non-Disparagement Clause","A provision in a severance agreement prohibiting either party from making negative public statements about the other after separation.",{"term":264,"definition":265},"General Release of Claims","A legal waiver in which the employee gives up the right to sue the employer for claims arising from the employment relationship, in exchange for severance consideration.",{"term":267,"definition":268},"Outplacement Services","Career transition support — resume coaching, interview prep, job search assistance — provided or funded by the employer as part of a severance package.",{"term":270,"definition":271},"Equity Acceleration","A contractual provision that vests unvested stock options or restricted stock units immediately upon a qualifying termination event, rather than on the original vesting schedule.",{"term":273,"definition":274},"Notice Period","The defined period between written notice of termination and the employee's last day, during which the employee may continue working or be placed on garden leave.",{"term":276,"definition":277},"Garden Leave","A notice period during which the employee is paid their full salary but is not required — or permitted — to report to work, preventing access to clients or confidential information.",{"term":279,"definition":280},"Mutual Separation","An arrangement in which both employer and employee agree to end the employment relationship, often negotiated to avoid a formal termination record and preserve the employee's eligibility for certain benefits.",{"term":282,"definition":283},"Clawback Provision","A clause requiring the employee to repay severance or bonus amounts if specific post-separation conditions are violated, such as breaching the non-compete or non-disparagement obligations.",[285,290,295,300,305,310,315,320,325],{"name":286,"plain_english":287,"sample_language":288,"common_mistake":289},"Offer assessment checklist","A structured review of the employer's initial severance offer across every material dimension — pay, benefits, equity, references, and restrictive covenants — so nothing is overlooked before negotiations begin.","Initial offer: [X] weeks' base salary ($[AMOUNT]). Health coverage through: [DATE]. Equity treatment: [VESTED / UNVESTED / ACCELERATED]. Non-compete duration: [X] months. Reference: [NEUTRAL / POSITIVE / TITLE-AND-DATES ONLY].","Focusing only on the pay number and ignoring equity, benefits continuation, and non-disparagement terms — which can be worth more than additional severance weeks for senior employees.",{"name":291,"plain_english":292,"sample_language":293,"common_mistake":294},"Leverage identification worksheet","A self-assessment tool for identifying the employee's negotiating leverage points — tenure, performance record, potential legal claims, replacement difficulty, and timing relative to company goals.","Years of service: [X]. Performance ratings (last 3 years): [EXCEEDS / MEETS]. Pending projects dependent on transition: [LIST]. Potential claims identified: [DISCRIMINATION / WAGE VIOLATIONS / NONE].","Assuming leverage is zero because the employer initiated the separation. Tenure, transition knowledge, and the employer's desire for a clean release all create real bargaining power.",{"name":296,"plain_english":297,"sample_language":298,"common_mistake":299},"Priority-setting framework","A ranked list of the employee's negotiation priorities — distinguishing must-haves (e.g., minimum pay threshold) from nice-to-haves (e.g., outplacement services) — to guide trade-offs during negotiation.","Must-have: [X] weeks minimum pay, COBRA subsidy through [DATE]. Secondary: positive reference letter, outplacement budget of $[AMOUNT]. Willing to concede: extended non-compete to [X] months in exchange for [BENEFIT].","Treating every term as equally important and refusing to trade on lower-priority items. Employers read this as bad faith and negotiations stall.",{"name":301,"plain_english":302,"sample_language":303,"common_mistake":304},"Counteroffer drafting guide","A template for writing a clear, professional written counteroffer that states the employee's requested changes with a brief business rationale for each, without disclosing the employee's walk-away point.","In response to the separation agreement dated [DATE], I respectfully request the following modifications: (1) Severance increased to [X] weeks ($[AMOUNT]), reflecting [X] years of service and industry standard of [1 WEEK PER YEAR]. (2) Health coverage continued through [DATE] with employer-paid COBRA subsidy.","Sending the counteroffer verbally or by informal email instead of as a structured written document. Verbal counteroffers are easily misremembered and create no paper trail.",{"name":306,"plain_english":307,"sample_language":308,"common_mistake":309},"Benefits and equity negotiation checklist","A line-by-line review of non-cash severance elements — health insurance continuation, life and disability coverage, 401(k) vesting, equity acceleration, and deferred compensation — with negotiation tactics for each.","Health insurance: request employer-paid COBRA through [DATE] (value: $[MONTHLY PREMIUM × MONTHS]). Unvested RSUs: [X,XXX] units scheduled to vest [DATE] — request single-trigger acceleration. 401(k): confirm employer match vesting on [DATE].","Accepting 'standard benefits end on your last day' without asking about COBRA subsidy, 401(k) match cliff vesting, and unvested equity — each of which is individually negotiable.",{"name":311,"plain_english":312,"sample_language":313,"common_mistake":314},"Reference and reputation terms guide","Instructions for negotiating a specific, written reference agreement — including who will serve as the reference, exactly what they will say, and what the company will confirm in response to third-party verification calls.","Reference contact: [NAME, TITLE]. Agreed statement: '[EMPLOYEE NAME] held the position of [TITLE] from [START DATE] to [END DATE] and is eligible for rehire.' Written reference letter: [YES / NO / UPON REQUEST].","Leaving the reference terms vague and relying on goodwill. Without a written agreement on the reference statement, the employee has no recourse if the employer later gives a damaging or inconsistent account.",{"name":316,"plain_english":317,"sample_language":318,"common_mistake":319},"Non-disparagement and confidentiality review","A checklist for reviewing and narrowing non-disparagement and confidentiality obligations — ensuring they are mutual, clearly defined, and time-limited where possible.","Non-disparagement: mutual, applicable to both employee and named company representatives. Confidentiality of terms: standard. Permitted disclosures: immediate family, financial advisors, attorneys, and as required by law.","Signing a one-sided non-disparagement clause that binds only the employee while the employer retains the right to characterize the separation however it chooses.",{"name":321,"plain_english":322,"sample_language":323,"common_mistake":324},"Timing and deadline management","A guide to managing the employer's signing deadline — including the statutory review periods under the ADEA for employees over 40, and tactics for requesting extensions without signaling weakness.","ADEA review period: 21 days from offer date (or 45 days in a group layoff). Revocation window: 7 days after signing. Requested extension language: 'I am reviewing the agreement with counsel and will respond by [DATE].'","Signing before the ADEA review period expires to avoid appearing difficult. Any signature before 21 days does not waive ADEA rights unless the employee knowingly and voluntarily waives the period in writing.",{"name":326,"plain_english":327,"sample_language":328,"common_mistake":329},"Final review checklist before signing","A pre-signature checklist confirming every negotiated term is correctly reflected in the final agreement document, with no gaps between verbal commitments and written language.","Verify: severance amount and payment schedule [CONFIRMED]. Benefits end date [CONFIRMED]. Equity treatment [CONFIRMED]. Reference agreement [ATTACHED / REFERENCED]. Non-disparagement mutual [CONFIRMED]. Governing law: [STATE].","Relying on verbal confirmations of negotiated changes rather than reviewing a clean, final version of the agreement. Discrepancies between what was discussed and what is written are resolved entirely in favor of the written document.",[331,336,341,346,351,356,361,366],{"step":332,"title":333,"description":334,"tip":335},1,"Complete the offer assessment checklist immediately","As soon as the employer presents a severance offer, work through the offer assessment section line by line before responding. Record every term — and every term that is missing — before any verbal discussion.","Treat the first offer as a starting position, not a final number. Employers routinely expect a counteroffer and build room into the initial proposal.",{"step":337,"title":338,"description":339,"tip":340},2,"Identify your leverage before the first counteroffer conversation","Fill in the leverage worksheet honestly, noting tenure, performance history, transition dependencies, and any potential claims. This step determines which negotiation arguments carry the most weight.","You do not need to disclose potential legal claims explicitly — simply knowing they exist gives you confidence and shapes your tone during negotiation.",{"step":342,"title":343,"description":344,"tip":345},3,"Rank your priorities before entering any negotiation","Assign each term a must-have, secondary, or concede status in the priority-setting framework. Decide your minimum acceptable severance figure and your walk-away conditions before the conversation begins.","Never disclose your minimum acceptable offer during negotiation. Anchor high and trade down on lower-priority items to reach agreement.",{"step":347,"title":348,"description":349,"tip":350},4,"Draft a written counteroffer using the guide","Use the counteroffer drafting guide to write a professional, specific written response. State each requested change with a one-sentence rationale. Submit it as a PDF or formal letter, not a text or Slack message.","A written counteroffer signals seriousness and creates a paper trail. Employers respond more systematically to written requests than verbal ones.",{"step":352,"title":353,"description":354,"tip":355},5,"Work through the benefits and equity checklist","Review every non-cash element using the benefits and equity checklist. Calculate the dollar value of each item — COBRA premiums, unvested equity at current market, 401(k) match forfeited — before deciding what to prioritize.","Unvested equity and COBRA subsidy are often worth more than two additional weeks of base salary. Run the numbers before agreeing to trade them away.",{"step":357,"title":358,"description":359,"tip":360},6,"Negotiate and document the reference agreement","Agree on a specific reference contact, an exact statement they will make, and how the company will respond to employment verification calls. Ask for the agreed statement in writing as an exhibit to the severance agreement.","A written reference letter attached as Exhibit A to the signed severance agreement is enforceable. A handshake agreement is not.",{"step":362,"title":363,"description":364,"tip":365},7,"Review non-disparagement language for mutuality","Confirm the non-disparagement clause binds both the employee and named company representatives. If the draft is one-sided, request the mutual version before signing.","Ask the employer to list the specific executives covered by the mutual non-disparagement clause. Generic 'the company and its employees' language is harder to enforce.",{"step":367,"title":368,"description":369,"tip":370},8,"Run the final review checklist against the signed document","Before countersigning the final agreement, compare every negotiated term against the written language in the final document. Flag and resolve any discrepancy before ink goes on paper.","If the final agreement arrived as a redline, accept all changes first, then read the clean version from start to finish — redlines are visually distracting and easy to misread.",[372,376,380,384,388,392],{"mistake":373,"why_it_matters":374,"fix":375},"Signing the initial offer without countering","Employers routinely build additional weeks and enhanced benefits into their headroom. Accepting the first offer leaves real value on the table — often 25–50% of the potential total package.","Submit a written counteroffer within the review window. Even a modest counter on one or two terms frequently results in an improved offer.",{"mistake":377,"why_it_matters":378,"fix":379},"Ignoring benefits continuation and equity terms","Focusing exclusively on severance pay weeks causes employees to overlook COBRA premiums, unvested equity vesting dates, and 401(k) cliff-vesting deadlines that can each be worth thousands of dollars.","Calculate the dollar value of every non-cash benefit before deciding what to negotiate. Include COBRA subsidy, equity acceleration, and deferred compensation in the counteroffer.",{"mistake":381,"why_it_matters":382,"fix":383},"Leaving the reference agreement verbal","Without a written reference agreement, the employer has no binding obligation to deliver a positive or neutral reference — and accounts diverge over time as personnel changes happen.","Insist on a written reference statement attached to the severance agreement as an exhibit, specifying the contact name and exact language they will use.",{"mistake":385,"why_it_matters":386,"fix":387},"Signing within the ADEA review window for employees over 40","Employees over 40 are entitled to 21 days to review any agreement that waives Age Discrimination in Employment Act claims. Signing before that period expires can be challenged.","Take the full review period. If you need more time, request an extension in writing. The employer cannot legally retaliate for using the statutory period.",{"mistake":389,"why_it_matters":390,"fix":391},"Accepting a one-sided non-disparagement clause","A clause binding only the employee allows the employer to characterize the separation negatively to future reference-checkers or on internal platforms, with no corresponding restriction.","Request a mutual non-disparagement clause that names specific executives and applies symmetrically. Most employers will agree to this with minimal pushback.",{"mistake":393,"why_it_matters":394,"fix":395},"Negotiating verbally without a written record","Verbal commitments made during negotiation are not enforceable. If the written agreement omits a promised term, the written document controls — not what was said in a conference room.","Follow every verbal negotiation conversation with a brief email summarizing what was discussed and agreed. This creates a contemporaneous record that the final document must reflect.",[397,400,403,406,409,412,415,418,421],{"question":398,"answer":399},"Can you negotiate a severance package?","Yes — severance packages are negotiable in the vast majority of cases. Employers typically build flexibility into their initial offers, expecting a counteroffer. The most negotiable elements are the number of weeks of pay, COBRA subsidy, equity acceleration, outplacement services, and the specific language of reference and non-disparagement terms. Responding with a written counteroffer within the review window is the most effective first step.\n",{"question":401,"answer":402},"How much severance pay is standard?","The most common formula in the US is one to two weeks of base salary per year of service, with a minimum of two to four weeks for short-tenure employees. Senior executives often negotiate one month per year of service or more. There is no federal law mandating severance pay in the US — any amount above zero is a result of company policy or negotiation. In Canada and the UK, statutory minimums apply and common-law entitlements can significantly exceed them.\n",{"question":404,"answer":405},"How long do you have to sign a severance agreement?","There is no universal deadline, but employers typically set a 5 to 21 day window. For employees aged 40 or older, the Age Discrimination in Employment Act guarantees a minimum 21-day review period — and 45 days in a group layoff — plus a 7-day revocation window after signing. Employers cannot legally pressure employees to sign before the statutory period expires. If you need more time, request an extension in writing.\n",{"question":407,"answer":408},"Should I hire a lawyer to negotiate my severance?","For most standard layoffs, a structured negotiation guide and careful self-preparation are sufficient. Consider engaging an employment attorney if the severance offer is below one week per year of service, if you believe you have potential discrimination or wage claims, if significant equity or deferred compensation is at stake, or if the non-compete terms would materially restrict your next job search. A one-hour attorney consultation typically costs $200 to $500 and is often worth it for packages above $50,000.\n",{"question":410,"answer":411},"What is a general release of claims and should I sign one?","A general release is a legal waiver included in most severance agreements in which the employee gives up the right to sue the employer for claims arising during the employment relationship. In exchange, the employee receives the severance consideration. Most severance packages require a release — the question is whether the consideration offered is adequate for the claims being waived. Review the release carefully for the scope of claims covered and any carve-outs before signing.\n",{"question":413,"answer":414},"Can an employer rescind a severance offer?","Generally, yes — until the agreement is signed by both parties, the employer can withdraw the offer, though doing so carries legal and reputational risk. Once both parties have signed, the agreement is binding. For ADEA-covered employees, the 7-day revocation window allows the employee to rescind after signing, but the employer's corresponding right depends on the jurisdiction and agreement language.\n",{"question":416,"answer":417},"What should I ask for beyond severance pay?","Beyond base pay weeks, consider negotiating: employer-paid COBRA health insurance continuation for three to six months, outplacement services ($1,000 to $5,000 value), equity acceleration for unvested options or restricted stock units, a written positive reference letter, mutual non-disparagement, retention of company-issued equipment, and an agreed internal announcement framing. For senior employees, deferred compensation, pension vesting dates, and bonus pro-ration are also worth addressing.\n",{"question":419,"answer":420},"What is the difference between a severance agreement and an offer letter?","A severance agreement is a binding contract executed at the time of separation that documents all agreed exit terms and includes a general release of claims. A severance offer letter is the employer's preliminary communication of proposed terms — it is not binding until both parties sign the formal agreement. The negotiation happens between receipt of the offer letter and execution of the final agreement.\n",{"question":422,"answer":423},"Does signing a severance agreement affect unemployment benefits?","In most US states, receiving severance pay does not permanently disqualify an employee from unemployment benefits, but it may delay the start of benefits for the number of weeks covered by the severance. State rules vary significantly — some states offset unemployment benefits dollar for dollar against severance received, while others do not. Check your specific state's Department of Labor rules before signing.\n",[425,429,433,437],{"industry":426,"icon_asset_id":427,"specifics":428},"Technology / SaaS","industry-saas","Equity acceleration for unvested RSUs and options is often the highest-value negotiation lever, frequently exceeding the cash severance amount for mid-to-senior employees.",{"industry":430,"icon_asset_id":431,"specifics":432},"Financial services","industry-fintech","Deferred compensation, bonus clawback provisions, and FINRA U5 termination language require careful negotiation to avoid material damage to the employee's regulatory record and future employability.",{"industry":434,"icon_asset_id":435,"specifics":436},"Healthcare","industry-healthtech","Credentialing and malpractice tail-coverage continuation are critical negotiation items, as departing clinicians and administrators face gaps in coverage that can affect licensure and future employment.",{"industry":438,"icon_asset_id":439,"specifics":440},"Professional services","industry-professional-services","Client non-solicitation scope and duration are the most contentious terms, as departing partners and senior advisors often have direct revenue relationships that both sides want to protect or preserve.",[442,445,447,450],{"vs":48,"vs_template_id":443,"summary":444},"severance-agreement-D13209","A Severance Agreement is the binding legal document that captures the final, negotiated exit terms — pay, release of claims, non-disparagement, and reference obligations. The negotiation guide is the preparation framework you use before that document is drafted. Use this guide first, then execute the Severance Agreement once terms are agreed.",{"vs":240,"vs_template_id":241,"summary":446},"An Employee Termination Letter provides formal written notice of separation and states the effective date and reason for termination. It precedes — but does not replace — a severance agreement. The negotiation guide is used after the termination letter is received and before the severance agreement is signed.",{"vs":236,"vs_template_id":448,"summary":449},"separation-agreement-mutual-consent-D12711","A Mutual Separation Agreement documents a consensual, negotiated end to the employment relationship where both parties agree to part ways without a formal termination. The negotiation guide applies equally to mutual separations — the employee's leverage, priorities, and counteroffer process are identical regardless of whether the separation is unilateral or mutual.",{"vs":248,"vs_template_id":451,"summary":452},"non-compete-agreement-D12697","A Non-Compete Agreement restricts the departing employee from working for competitors for a defined period and geography. In a severance negotiation, the scope, duration, and geographic reach of the non-compete are key terms to negotiate — often trading a shorter or narrower restriction in exchange for accepting a lower pay figure. The negotiation guide specifically covers this trade-off.",{"use_template":454,"template_plus_review":458,"custom_drafted":462},{"best_for":455,"cost":456,"time":457},"Employees facing a standard layoff with straightforward severance pay and no significant equity or legal claims","Free","2–4 hours of preparation",{"best_for":459,"cost":460,"time":461},"Senior employees with unvested equity, bonus entitlements, or a non-compete that could restrict the next job","$200–$500 for a one-hour employment attorney consultation","1–3 days",{"best_for":463,"cost":464,"time":465},"C-suite executives, employees with potential discrimination or wage claims, or packages above $100,000 in total value","$1,000–$5,000+ for full attorney representation through negotiation","1–3 weeks",[467,468],"understanding-severance-agreements","employee-rights-on-termination",[229,241,226,249,470,471,472,473,474,475,476,477],"employment-agreement_at-will-employee-D541","job-offer-letter-long-D12769","non-disclosure-agreement-nda-D12692","employee-handbook-D712","independent-contractor-agreement-D160","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282",{"emit_how_to":479,"emit_defined_term":479},true,{"primary_folder":98,"secondary_folder":481,"document_type":482,"industry":483,"business_stage":484,"tags":485,"confidence":491},"offboarding-and-references","guide","general","all-stages",[486,487,488,489,490],"offboarding","hr","severance","negotiation","employee-separation",0.92,"\u003Ch2>What is a How to Negotiate Your Severance Package Guide?\u003C/h2>\n\u003Cp>A \u003Cstrong>How to Negotiate Your Severance Package\u003C/strong> guide is a structured operational document that walks a departing employee through every stage of a severance negotiation — from assessing the employer's initial offer to identifying leverage, drafting a counteroffer, and reviewing the final agreement before signing. It functions as both a personal preparation checklist and a repeatable framework HR professionals can use when coaching employees through separation. Unlike a severance agreement template, which captures the final binding terms, this guide focuses on the process and tactics that produce a better outcome before the agreement is drafted.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Most employees sign the first severance offer they receive without knowing that counteroffers are not only accepted but routinely expected. Without a structured approach, critical terms — COBRA subsidy, unvested equity, written reference commitments, and non-disparagement mutuality — go unaddressed, and the employee walks away with significantly less than what was available. The cost of not negotiating is concrete: one additional week of pay per year of service on a $100,000 salary is worth $1,923 per week — and most employers have at least that much room. A clear framework also protects employees from signing before statutory ADEA review periods expire, accepting one-sided non-disparagement clauses, or losing equity that vests within weeks of their departure date. This template gives you the preparation structure to enter a severance negotiation with a prioritized position, a written counteroffer, and a final-review checklist that ensures every verbal commitment ends up in the signed document.\u003C/p>\n",1781185968801]