Why choose Lieb at Law, P.C.

Better Terms

We focus on the money and the fine print: pay, bonuses, equity, COBRA, references, non-disparagement, and carve-outs that protect your rights.

Real Leverage

We assess potential claims and defenses to strengthen your position, then negotiate toward the best overall package.

Litigation Insight

We actively litigate employment and independent contractor cases and know which severance terms are enforceable and which are boilerplate. We push the right buttons and cut through the fluff to secure better outcomes.

What we review and negotiate

Economics

Severance pay and timing
Bonus, commission, clawback, cramdown (drop-down) issues
Equity, options, RSUs, vesting acceleration
COBRA subsidy, PTO payout
Outplacement and transition support

Restrictions and Releases

Non-compete, non-solicit, and no-poach scope
Garden leave provisions and negotiations
Confidentiality and trade secret protection
Non-disparagement and reference language
General release, carve-outs for protected rights
Cooperation and return of property provisions

Executives Managers Sales & Commissioned Employees Professionals & Tech

Types of Severance Agreements We Review

Executive & Leadership Severance

C-Suite executives (CEO, CFO, COO, CLO, GC)
Public company officers and directors
Employment agreements tied to equity compensation
Golden parachute and change-in-control packages

Finance & Investment Professionals

Hedge fund portfolio managers and analysts
Private equity and venture capital professionals
Investment bankers and asset managers
Bonus, carried interest, and profit-sharing disputes

Uniquely Skilled Professionals

Tech executives with stock options or RSUs
Sales leaders with commission-based severance
Healthcare, pharma, and life sciences executives
Partnership and contract-based exits

We focus on high-stakes severance agreements where negotiation materially impacts compensation, equity, and post-employment restrictions.

Timing and Documents

Deadlines Matter

Typical review and consideration windows appear in your agreement.
Some agreements include a revocation period after signing.
We prioritize time-sensitive matters and coordinate with the employer’s counsel.

Bring These

Severance agreement (draft or final)
Offer letter, employment agreement, bonus/commission plans
Equity grant docs (RSU/option/PSU), policy manuals
Any performance write-ups or emails relevant to leverage

Common questions

Can I negotiate the amount?

Often yes. We evaluate leverage points like potential claims, contract language, and company policy to push for higher pay or improved terms.

Will I lose unemployment if I sign?

Severance may affect timing but is not an automatic disqualifier. We advise on how terms can impact benefits and strategy.

What about my non-compete?

We assess enforceability, scope, and duration, seek narrowing, and negotiate paid non-compete or garden-leave concepts when helpful.

Can the company still sue me after I sign?

Broad mutual releases help reduce risk. We negotiate carve-outs to protect your rights and clarify mutual obligations.

Do I need a lawyer if it is “standard”?

“Standard” language often hides restrictions. A focused review can unlock real improvements with limited friction.

How fast can this get done?

We work within your agreement’s deadlines and aim to move promptly while protecting leverage and accuracy.

Severance Agreement Negotiation