Employees who have recently learned about their inclusion in a layoff or their targeted termination may feel panicked. It is quite common for those facing unexpected unemployment to worry about their ability to support themselves and their families.
Employers often count on that emotional reaction when discussing the termination or layoff with the employee. Workers learning about a sudden job loss generally need assistance as they negotiate for severance pay, and that’s okay.
Why is assistance necessary?
Many employees find the terms of their contracts confusing. They may even be unaware of what specific provisions they agreed to previously regarding severance pay. A severance package can include partial wages for a set amount of time, a lump-sum payment based on the worker’s salary and possibly even a continuation of benefits in some cases.
Employees responding to notice of a sudden termination may feel too emotional or overwhelmed to accurately review their contract. That alone may make legal support necessary. Beyond that, their fear of financial challenges may make negotiating on their own behalf prohibitively difficult.
Many professionals benefit from having a lawyer present while they review the contract they previously signed. An attorney can help them determine what severance they could be eligible for and then negotiate with their employer to maximize the severance they actually receive.
In many cases, employers may try to demand concessions in exchange for providing a severance package. Workers may need to sign restrictive covenants that prevent them from disclosing information about the company or working for a competitor.
Those who sign such agreements without legal guidance may have a much harder time redeveloping their careers. Consulting with an employment lawyer during onboarding or after receiving notice of a sudden termination can make it easier for professionals to secure the severance they need until they find new employment after a job loss.