Severance agreements are drafted by your employer's lawyers to protect the company. When you sign, you are permanently waiving legal rights, including the ability to sue for wrongful termination, discrimination, or unpaid wages. An attorney review costs a fraction of what you may be leaving on the table.

It depends on your age. If you are 40 or older, federal law (the ADEA) requires your employer to give you at least 21 days to consider the agreement, and 7 days to revoke your signature after signing. If you are under 40, there is no federal minimum requirement, employers can set their own deadlines, sometimes as short as 2–3 days. Either way, the sooner you get legal eyes on the document, the more options you have.

Yes — and more often than you'd expect. Employers routinely make initial offers below what they are willing to pay. Our attorneys will assess your leverage and advise you on what to ask for.

This is precisely when you should not sign anything before speaking to an attorney. If your termination involved age, race, gender, disability, pregnancy, retaliation for whistleblowing, or other protected activity, you may have claims worth far more than the offered severance. Signing the agreement typically extinguishes your right to monetary compensation for those claims. We will assess your situation and advise you on your options before you commit.

After you choose a plan, you upload your agreement through our secure, encrypted portal. A licensed employment attorney reviews every page and delivers a written report — in plain English. The report explains what each clause means, flags risks, and identifies negotiation opportunities. On Standard and Executive plans, you also schedule a phone consultation with your attorney.

Absolutely. All communications between you and your attorney are protected by attorney-client privilege.

We have licensed employment attorneys in multiple states. When you submit your intake form, we match you with an attorney licensed in the state where you were employed — because employment law varies significantly by state. If we are unable to assist in your jurisdiction, we will let you know promptly and can refer you to trusted local counsel.

A non-compete clause restricts you from working for competitors or starting a competing business for a set period after your departure. Enforceability varies widely by state. Our attorneys will assess whether the clause in your agreement is legally enforceable and, where possible, push to narrow or eliminate it.

Nearly all severance agreements include a broad release of claims — meaning you agree never to sue your employer for anything related to your employment or termination. This includes claims under Title VII, the ADA, ADEA, FMLA, state discrimination laws, and more. Once signed and the revocation period passes, the release is permanent. This is the most consequential clause in the agreement, and exactly why professional review matters.