Severance package negotiation

{{whyLabel}}: You cannot negotiate what you don't fully understand; hidden clauses can limit your future employment.

{{howLabel}}:

• Highlight the 'Release of Claims' section to see what rights you are waiving.
• Note the deadline for signing (usually 21–45 days under the OWBPA for those over 40).
• Identify the exact calculation used for your pay (e.g., 1 week per year vs. 2 weeks).

{{doneWhenLabel}}: [A list of all financial and restrictive terms is extracted from the document]

{{whyLabel}}: Large employers are legally required to provide advance notice or pay in lieu of notice.

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• Check if your company has 100+ employees and is laying off 50+ people at a single site.
• If applicable, ensure you are receiving 60 days of pay/benefits or notice as mandated by federal law.
• Check state-specific 'Mini-WARN' acts (e.g., California or New York) which have stricter requirements.

{{doneWhenLabel}}: [Legal compliance of the notice period is confirmed or flagged for negotiation]

{{whyLabel}}: A professional can spot illegal clauses or leverage points you might miss.

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• Find a local labor lawyer specializing in employee representation.
• Ask specifically about the enforceability of non-compete clauses in your jurisdiction (many are becoming void in 2025).
• Request a 'redline' of the agreement with suggested changes.

{{doneWhenLabel}}: [A legal expert has reviewed the document and provided feedback]

{{whyLabel}}: Negotiation is easier when you remind them of the value you delivered and the 'goodwill' you've built.

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• List 3-5 major projects completed in the last 12 months.
• Calculate revenue generated, costs saved, or processes improved.
• Gather recent positive performance reviews or commendations from clients/peers.

{{doneWhenLabel}}: [A one-page 'Value Sheet' is ready to support your request]

{{whyLabel}}: Severance isn't just cash; health insurance is often the most expensive 'hidden' cost.

{{howLabel}}:

• Contact HR to get the exact monthly cost of COBRA premiums for your plan.
• Calculate the value of unused PTO (Vacation/Sick days) which must be paid out in many states.
• Factor in pro-rated bonuses or commissions earned but not yet paid.

{{doneWhenLabel}}: [A spreadsheet exists showing the total dollar value of your requested package]

{{whyLabel}}: This book provides high-stakes negotiation tactics like 'calibrated questions' and 'tactical empathy' essential for HR meetings.

{{howLabel}}:

• Focus on the chapters regarding 'Labeling' and 'The Accusation Audit'.
• Practice the 'Midnight FM DJ Voice' to remain calm and authoritative during the call.
• Prepare 'How' and 'What' questions (e.g., 'How am I supposed to accept this given my tenure?').

{{doneWhenLabel}}: [Key negotiation scripts are drafted based on the book's techniques]

{{whyLabel}}: Putting your request in writing forces HR to review it formally and creates a paper trail.

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• Use a professional, non-adversarial tone.
• Request a specific increase (e.g., 'I am seeking 4 months of pay instead of 2').
• Link the request to your 'Value Sheet' and the 'Bridge' needed for your next role.

{{doneWhenLabel}}: [A draft email is ready to be sent to HR/Management]

{{whyLabel}}: Negotiation is more effective via video or in-person than over email.

{{howLabel}}:

• Send a brief invite: 'I've reviewed the agreement and would like to discuss a few items to ensure a smooth transition.'
• Aim for a mid-week morning slot when people are less rushed.

{{doneWhenLabel}}: [A meeting is confirmed on the calendar]

{{whyLabel}}: Companies often have 'fixed' cash budgets but flexibility on services and equipment.

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• Request 3-6 months of 'Outplacement Services' (career coaching).
• Ask to keep your company laptop/monitor (depreciated assets are easy for them to give away).
• Negotiate for a 'Neutral Reference' or a pre-written letter of recommendation.

{{doneWhenLabel}}: [Non-cash items are added to the negotiation list]

{{whyLabel}}: Standard agreements stop you from bad-mouthing the company; you need the same protection from them.

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• Ask that the clause be 'mutual' so the company cannot disparage you to future employers.
• Specify that this applies to 'officers and directors' of the company.

{{doneWhenLabel}}: [The agreement includes mutual protection against disparagement]

{{whyLabel}}: Ensure all verbal promises made during negotiation are reflected in the final text.

{{howLabel}}:

• Compare the new version against your redlined version.
• Verify the payout dates for the severance and any bonus amounts.
• Sign via the company's preferred secure platform (e.g., generic e-signature tool).

{{doneWhenLabel}}: [The signed document is submitted and a copy is saved for personal records]

{{whyLabel}}: Immediate networking prevents a 'gap' mindset and builds momentum for your next role.

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• Reach out to 3 former colleagues or industry peers via LinkedIn.
• Use the script: 'I'm transitioning to a new chapter and would love to get your perspective on the current market.'
• Set these as firm calendar appointments.

{{doneWhenLabel}}: [Three meetings are confirmed for the upcoming Tuesday]

{{whyLabel}}: Recruiters use filters to find available talent; visibility is key.

{{howLabel}}:

• Update your headline with target job titles.
• Use the 'Open to Work' feature (visible to recruiters only or everyone).
• Post a professional 'Transition Update' thanking your previous team and stating what you're looking for next.

{{doneWhenLabel}}: [Profile is updated and the first post-layoff post is live]