Most People Sign Their Severance the Same Day They Get It.
Don’t.
HR is counting on shock, urgency, and the instinct to make it stop. Here’s what to do in the 72 hours before you put your name on anything.
Ask for time — it's expected
Workers over 40 are legally entitled to 21 days to review a severance agreement under federal law (ADEA). For everyone else, asking for 48–72 hours is professional and standard. Just say: "I'd like to take 48 hours to review this before signing." Anyone who acts offended by that request is telling you something important about the deal.
Read the non-disparagement clause before the dollar amount
Find it before you get excited about the check. Most packages contain a clause that permanently bars you from saying anything negative about the company — no Glassdoor review, no LinkedIn comment, no telling your next employer why you left. That restriction lasts forever. Know exactly what you're agreeing to before you evaluate the money.
Know what's actually negotiable
Severance amount (especially with documented performance issues on their side, or any proximity to a protected class). COBRA extension beyond the standard window. Equity vesting acceleration if you were close to a cliff or grant date. Outplacement services — they often have budget; just ask. Non-compete scope: geography, time window, industry breadth. Reference language — the exact words they'll use when someone calls.
Know what's probably not
The fact of the separation. The stated reason. Company policy minimums. You are not negotiating whether this happens — you're negotiating the terms of how it's documented and what you walk out with. Confusing these two wastes leverage and goodwill on things you can't move.
Counter in writing — not in the room
Email your response: "I'd like to propose the following modifications to the package." Then list them clearly. Short, professional, specific. This creates a record and makes it easy for HR to run it up the chain — they often can't approve changes themselves. Give them clean language to forward. Verbal counters in emotional conversations don't stick.
Negotiate the reference separately and get it in writing
This may be worth more than the severance dollar amount over the next decade. Negotiate exactly what they'll say, who is authorized to say it, and request confirmation that positive reference language is approved. The difference between "we can confirm dates of employment" and a warm reference call is real and negotiable. Most people never ask. Ask.
The 72-hour window is real. You have time — use it. Most people leave money, reference language, and non-compete scope on the table because they didn’t know it was negotiable or didn’t want to seem difficult. You’re not being difficult. You’re being a professional who reads contracts.
The full playbook: exact counter-offer language, the complete negotiation checklist, and reference agreement templates. Built for the window between “here’s your package” and the signature line.
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