1. Know What’s Typically on the Table

First things first—what exactly can you negotiate? A lot more than you might think.

✅ Severance Pay
Most companies offer 1–2 weeks of pay for every year of service, but this can vary. If you’ve made significant contributions, held leadership roles, or sacrificed bonuses and raises in the past, use that as leverage to ask for more.

✅ Health Insurance Continuation
Healthcare is expensive. Ask how long your benefits will continue, and if COBRA is being offered, find out if the company will cover those premiums (even partially) for a few months.

✅ Outplacement Services
This includes resume support, job search assistance, or coaching. If it’s not offered, ask for it—or ask for the company to cover a few months of career counseling.

✅ Unused PTO/Vacation Time
You’re legally entitled to this in many states, but not all. Confirm how these payouts will be handled.

✅ Bonuses and Commissions
If you were close to earning a performance bonus or commission, bring that up. Companies can choose to pay it out even if it’s not required.

✅ Non-Compete and NDA Clauses
These can impact your ability to work in your industry or even speak out about your experience. Ask for these clauses to be removed or relaxed.

2. Bring Receipts—and Confidence

When negotiating, treat it like a performance review. Come with a short list of your contributions—projects you led, money you saved, goals you exceeded. Make it impossible for them to ignore your value.

And if you feel that your layoff is part of a broader pattern of bias? Document everything. That includes timing, performance reviews, changes in workload or treatment, and who else was affected. You might need that record later.

3. Loop In Legal Support When You Need It

You don’t have to go it alone. Severance agreements are legal documents, and once you sign them, you’re often waiving your rights to future claims. If something feels off, consult an employment lawyer—especially if:

• You were laid off shortly after reporting discrimination or harassment

• You’re being asked to sign a broad release of claims

• You think your race played a role in the decision

Some lawyers offer a free consultation. Use it.

4. Keep It Professional—But Firm

It’s totally normal to feel emotional, but try to approach the conversation with clarity. You might say something like:

“I appreciate the offer, but based on my tenure and contributions, I’d like to revisit the severance terms—specifically around healthcare coverage and outplacement support.”

Be respectful, but don’t back down from advocating for yourself. Remember: they’ve already decided to part ways. You’re not going to lose the offer by asking for more.

5. Don’t Sign Anything on the Spot

This one’s important. Always ask for time to review the agreement. At least 3–7 days is standard. Use that time to weigh your options, consult experts, and calm your nerves so you can make a clear-headed decision.