Severance Package Negotiation Calculator

A severance package typically includes 5-7 elements: base pay continuation, target bonus pro-ration, equity acceleration, COBRA reimbursement, outplacement services, non-compete waiver, and unused PTO. Most employees only negotiate weeks of base pay — leaving 30-50% of total package value on the table. Source: Levels.fyi, LinkedIn Severance Trends 2024.

Components You Can Negotiate

Standard initial offer: base pay for 2-4 weeks per year of tenure (4 weeks/yr at senior level), COBRA for 3 months, no bonus, no equity acceleration. Negotiable upgrades: (1) extend base to 4-8 weeks per year of tenure, (2) pro-rate bonus to date of termination, (3) accelerate 6-12 months of unvested equity, (4) extend COBRA reimbursement to 6-12 months, (5) add outplacement services, (6) waive non-compete in writing.

Equity Acceleration is the Biggest Lever

For senior tech employees with substantial RSUs or options, equity acceleration is often the largest piece. A 6-month accel on $100k unvested equity is $16,667 of value. Push for the longer "double-trigger" or "single-trigger after termination" language. Companies often agree to "all unvested cliff-vested" if you have not yet hit your 1-year cliff — significant value at $50k+/year RSU grant. Always ask for written summary of accelerated equity in the separation agreement.

When to Hire a Lawyer

Hire an employment lawyer for: severance over $50k (cost to hire $1-3k, value back often $10-30k), age discrimination concern (40+ employees), released claims include arbitration waivers, equity acceleration over $25k. Avoid lawyer for routine 4-12 week base packages with standard release. Sue/threaten litigation only when there is clear discrimination — most cases settle in mediation within 6-12 months for $20-100k above original offer.

Last updated May 2026. Sources: EEOC ADEA — Older Workers Protection, DOL — COBRA Continuation Coverage.