I was laid off last week and have yet to sign my departure agreement. I was at the firm 8 years, no PIP, hitting numbers. Offered 16 weeks pay and benefits through end of month. Two questions:
1. Should I have an attorney review the agreement before signing?
2. Should I negotiate for better severance? (I’ve heard negotiation can give them the right to withdraw severance altogether.)

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Posting as :
works at
You are currently posting as works at

What firm if you don’t mind disclosing?

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Why were you laid off?

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The generic “the firm is struggling financially and supply is greater than demand” and I happened to be on the bench. Or I upset someone important that I’m not aware of.

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I was laid off after 8 years and I get nothing I am very happy for you if you get more god bless

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🤷🏽‍♀️

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Sounds standard. 2 weeks for every year. What’s the Cobra contribution? If they offer you a better severance than others- what claim could that open for one who says you got a better severance due to your protected characteristics? Negotiation during a RIF— were others also laid off? If it’s others RIFd negotiation might be unlikely. If it’s just you- why not ask? Negotiations depends
on their risk tolerance.

Severance is a benefit, not a requirement. Can definitely ask for me, but there's no negotiating leverage.

Regardless I would still have an attorney review before signing. My dad is my lawyer and I make him read everything before I sign lol

I did this when leaving my last firm. It was all good and didn’t sneak anything into the fine print.

Check your non compete is void after?

I would make sure they include unused PTO payout, along with COBRA info.
Also, would ask for job placement assistance; when I was laid off in 19, I was provided this service, which was primarily a resume writing service.

Never accept the first severance offer. Get an attorney to draft a letter and counter. They will settle as long as it’s not a ridiculous ask.

Are you considering suing your employer or otherwise claiming some form of wrongful termination? If so, do you have great proof?

If no to either question, and there's no crazy non-compete (which is very unusual and hard to enforce anyway for non-executives), you might as well take the money.

Idea: ask to be kept formally employed, but without system access or benefits for those 16 weeks. This way, you can recruit and interview and honestly say you're still employed.

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