Severance Guide · Updated April 2026

Is your severance offer actually fair?

Market rate. The quick math. The clauses that will cost you more than the package is worth. Read your offer against this before you sign anything.

Market rate benchmarks

No federal law requires severance. None. That is the first thing nobody tells you. Every offer you receive is measured against an informal market rate that nobody publishes, that no agency enforces, and that your HR contact knows better than you do.

That asymmetry is by design. Close it.

The 2026 market rate is simple.

One week per year of service is the floor. Below that, you are being lowballed. Full stop.
Two weeks per year is the midpoint. This is what a well-run company offers without a fight.
Three to four weeks per year is the top of the range. Tech and finance pay here, often with an eight-to-sixteen-week minimum floor regardless of tenure.
Twenty-six weeks is the usual cap. Some packages go to fifty-two for senior leadership.

That is it. No mystery. No HR vocabulary. Those are the numbers.

If your offer is below two weeks per year of service and you have been there more than three years, the company is not offering you market. They are hoping you will not know the difference. Most people do not. That is why most packages stay at the floor.

Executive and senior leadership packages are a different animal. Twenty-six to fifty-two weeks of pay, accelerated equity vesting on anything scheduled to vest in the next year, and sometimes a change-of-control bonus. If you held a VP, SVP, or C-level title and your offer looks like the non-executive floor, that is not a mistake. That is a test to see if you will negotiate. See the negotiation guide for how to respond.

What should be in the package

A real severance package is more than a lump sum. Half the value often sits outside the dollar amount. Before you evaluate the check, look for these components.

Base pay continuation. Paid as a lump sum or as continued payroll through the severance period. Both are fine.
COBRA subsidy or premium payment. The company pays part or all of your COBRA premium for three to six months. Without this, your health insurance bill goes from fifty dollars a paycheck to twelve hundred dollars a month. It is the single most undervalued line item in a severance package.
Pro-rated performance bonus. If your layoff lands mid-bonus-cycle, you earned a share of it. Ask for it.
Outplacement services. Career coaching, resume review, job search support from a vendor like Lee Hecht Harrison or Right Management. Worth asking about. Sometimes worth keeping, sometimes not.
Accelerated equity vesting. RSUs or stock options scheduled to vest within ninety days of your separation date. A company willing to accelerate is a company that wants a clean exit.
Written reference letter. Signed by your manager. Neutral or positive. Worth asking for in writing before you sign.
Non-compete release. A written waiver letting you work for competitors or re-engage with former customers. If your original employment contract has one, this matters more than the money.

The quick math

Before you read the legal clauses, do the math. This is a one-minute sanity check. Run it.

Weekly pay = annual base salary / 52
Mid-market severance = weekly pay × years of service × 2
Lowball floor = weekly pay × years of service × 1

Example. You earn one hundred forty thousand dollars. Five years of tenure. Weekly pay is two thousand six hundred ninety-two dollars. Mid-market severance is about twenty-six thousand nine hundred twenty dollars, which is ten weeks. Anything below thirteen thousand four hundred sixty is below the floor. That is a lowball. Push back before you sign.

Red flags in the agreement

The dollar amount is half the story. The legal clauses are the other half, and the bad ones will cost you more than the money is worth. Here is what to flag.

Release of unknown or future claims. Only waive claims that exist at the moment you sign. Never sign away claims that have not yet happened.
Mutual non-disparagement with a financial penalty. A standard non-disparagement clause is fine. One with liquidated damages, a dollar penalty for violating it, is not. Negotiate it out.
Broad non-compete extending beyond original employment terms. A severance agreement cannot legally add new restrictions. If yours does, push back. If they refuse, call a lawyer.
Release of whistleblower or SEC claims. You cannot waive your right to report illegal activity to a federal agency. The clause is usually unenforceable. But a company that tries to include it is a company with something to hide. Treat that as a red flag.
Clawback of severance if you work for a competitor. Read the competitor list carefully. Some lists are so broad that any company in your industry triggers the clawback.
Confidentiality clause extending past two years. Reasonable confidentiality of trade secrets is fine. An indefinite NDA on all business information is not.

If any of these appear in your agreement, a thirty-minute consultation with an employment attorney is worth the two hundred fifty dollars. Take the call. The negotiation guide covers how to push back on each of these in writing.

Frequently Asked Questions

What is the market rate for severance in 2026?

One to two weeks of base pay per year of service. Twenty-six weeks is the usual cap. Tech and finance pay at the higher end, often with an eight-to-sixteen-week minimum floor regardless of tenure. Executive packages run twenty-six to fifty-two weeks and can include accelerated equity vesting. Anything less than one week per year of service is below market.

Should my severance include bonus and equity?

A pro-rated bonus for the current performance year is negotiable if your layoff happens late in the cycle. Unvested equity does not vest at termination by default, but a severance agreement can accelerate a portion. Ask for it in writing. If you have RSUs that vest within ninety days of your end date, negotiate for those shares to vest at separation.

What is a release of claims and should I worry about it?

Nearly every severance agreement has one. You waive the right to sue your employer for discrimination, harassment, wage claims, and wrongful termination. Standard. Usually fine. The red flags are releases that also cover future claims you have not yet made, claims you have already filed, or whistleblower protections. Get a lawyer to review if any of those apply.

What is typically not in a severance package that I should ask for?

Extended COBRA coverage. A written reference letter. A retraining or certification budget. Outplacement services. Release from any non-compete or non-solicit clauses in your original employment contract. Conversion of company equipment to personal property. None of these are guaranteed. All are negotiable before you sign.

Is your severance offer actually fair?

Market rate. The quick math. The clauses that will cost you more than the package is worth. Read your offer against this before you sign anything.

Market rate benchmarks

That asymmetry is by design. Close it.

The 2026 market rate is simple.

One week per year of service is the floor. Below that, you are being lowballed. Full stop.
Two weeks per year is the midpoint. This is what a well-run company offers without a fight.
Three to four weeks per year is the top of the range. Tech and finance pay here, often with an eight-to-sixteen-week minimum floor regardless of tenure.
Twenty-six weeks is the usual cap. Some packages go to fifty-two for senior leadership.

That is it. No mystery. No HR vocabulary. Those are the numbers.

What should be in the package

A real severance package is more than a lump sum. Half the value often sits outside the dollar amount. Before you evaluate the check, look for these components.

Base pay continuation. Paid as a lump sum or as continued payroll through the severance period. Both are fine.
COBRA subsidy or premium payment. The company pays part or all of your COBRA premium for three to six months. Without this, your health insurance bill goes from fifty dollars a paycheck to twelve hundred dollars a month. It is the single most undervalued line item in a severance package.
Pro-rated performance bonus. If your layoff lands mid-bonus-cycle, you earned a share of it. Ask for it.
Outplacement services. Career coaching, resume review, job search support from a vendor like Lee Hecht Harrison or Right Management. Worth asking about. Sometimes worth keeping, sometimes not.
Accelerated equity vesting. RSUs or stock options scheduled to vest within ninety days of your separation date. A company willing to accelerate is a company that wants a clean exit.
Written reference letter. Signed by your manager. Neutral or positive. Worth asking for in writing before you sign.
Non-compete release. A written waiver letting you work for competitors or re-engage with former customers. If your original employment contract has one, this matters more than the money.

The quick math

Before you read the legal clauses, do the math. This is a one-minute sanity check. Run it.

Weekly pay = annual base salary / 52
Mid-market severance = weekly pay × years of service × 2
Lowball floor = weekly pay × years of service × 1

Red flags in the agreement

The dollar amount is half the story. The legal clauses are the other half, and the bad ones will cost you more than the money is worth. Here is what to flag.

Release of unknown or future claims. Only waive claims that exist at the moment you sign. Never sign away claims that have not yet happened.
Mutual non-disparagement with a financial penalty. A standard non-disparagement clause is fine. One with liquidated damages, a dollar penalty for violating it, is not. Negotiate it out.
Broad non-compete extending beyond original employment terms. A severance agreement cannot legally add new restrictions. If yours does, push back. If they refuse, call a lawyer.
Release of whistleblower or SEC claims. You cannot waive your right to report illegal activity to a federal agency. The clause is usually unenforceable. But a company that tries to include it is a company with something to hide. Treat that as a red flag.
Clawback of severance if you work for a competitor. Read the competitor list carefully. Some lists are so broad that any company in your industry triggers the clawback.
Confidentiality clause extending past two years. Reasonable confidentiality of trade secrets is fine. An indefinite NDA on all business information is not.