Before proceeding, please review the legal disclaimer.
If you’re being laid off, let go, or “asked to resign,” chances are your employer will offer you a termination package—also known as a severance agreement. But just because they hand you a document doesn’t mean you have to sign it.
In fact, termination package negotiations are often your last and best opportunity to advocate for your financial future, protect your legal rights, and leave on your own terms.
At The Lange Firm, we represent employees across Texas in severance and termination package negotiations, ensuring that your exit is fair, your benefits are maximized, and your employer doesn’t take advantage of you in a vulnerable moment. Here’s everything you need to know about the process.
A termination package or severance agreement is a legal contract between you and your employer, offered at the end of your employment. It typically includes:
A financial payout (severance pay)
A release of claims (you agree not to sue)
Details about final paycheck, benefits, and COBRA
Terms of confidentiality and non-disparagement
Possible non-compete or non-solicitation clauses
📌 Signing it may waive your rights to file future legal claims—so review it carefully or hire an attorney before signing.
No. You do not have to accept the first termination package offer.
In fact, the initial proposal is often low and designed to protect the employer—not you. You can and should negotiate for:
More money
Longer health coverage
Better references
Removal of restrictive clauses
Payment for unused PTO or bonuses
📞 The Lange Firm helps Texas employees review and revise termination packages to ensure fairness.
This is your last chance to:
Recover lost income
Cover the gap between jobs
Maintain health insurance
Preserve your professional reputation
Avoid future legal issues (e.g., non-compete enforcement)
Once you sign the agreement, it becomes legally binding. Don’t let the pressure to “move on” cost you thousands of dollars or future opportunities.
Understanding the fine print is critical. Most termination packages include the following:
A lump sum or several weeks’ salary—often based on years of service.
You agree not to sue the company for any legal violations, including discrimination, retaliation, or wage claims.
You promise not to speak negatively about the company—even if they wronged you.
You agree not to work for competitors or poach clients for a certain period.
Details about continuing your health insurance after termination.
Language that may help or harm your future job search.
Here are some of the most common—and valuable—points to negotiate:
Ask for additional weeks or months of pay, especially if:
You’ve been with the company a long time
You’re over age 40 (protected class)
You’re waiving significant claims
You’re in an executive or leadership role
Request more months of COBRA payments or employer-subsidized insurance.
Avoid vague or negative job separation language.
If you’re restricted from working in your industry, negotiate for release or reduction of that term.
Ensure you’re compensated for time earned or goals met before termination.
Some employers hide problematic clauses in dense legal language. Watch out for:
Broad confidentiality clauses that restrict your ability to speak freely
Gag orders that prevent you from discussing discrimination or harassment
Overbroad non-competes that bar you from working in your entire field
Waivers of future rights beyond normal scope
Threats of “clawbacks” if you speak out or find a new job quickly
📌 These can seriously limit your post-termination freedom—and may be unenforceable. Let The Lange Firm review your agreement before signing.
You should consult an attorney if:
You’re being offered a severance package and feel pressured to sign
You believe you were fired unfairly, discriminatorily, or in retaliation
You’re asked to waive legal claims you don’t understand
You’re unsure if your non-compete is enforceable
You’ve been offered “hush money” to remain silent about illegal activity
Time is critical. Severance agreements often come with short deadlines—but attorneys can request extensions to give you time to evaluate your options.
At The Lange Firm, we offer:
Flat-fee reviews of severance agreements
Negotiation services with your employer
Claim evaluation for potential wrongful termination or retaliation
Litigation representation if negotiations fail
Strategic planning for your career transition
We work with employees across Texas—including executives, professionals, and hourly workers—in industries ranging from healthcare and education to energy, tech, and law.
📞 Contact us for a confidential review of your termination package today.
Signing without reading the full document
Believing you have no room to negotiate
Assuming HR will explain everything accurately
Missing the deadline to file legal claims (like EEOC charges)
Failing to get promises in writing
Let The Lange Firm help you avoid costly missteps.
So what’s the takeaway on termination package negotiations?
✅ It’s your last chance to advocate for yourself and protect your legal rights
✅ You don’t have to accept the first offer
✅ And you don’t have to navigate it alone
At The Lange Firm, we know how to turn unfair exits into fair outcomes. Don’t sign anything until we review your options.
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Mr. Evan B. Lange is the attorney responsible for this website. | All meetings are by appointment only. | Principal place of business: Sugar Land, Texas.
The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome you to submit your claim for review. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.