Unmasking Severance: What Black Employees Need to Know
When you're Black in corporate spaces, that moment comes with a whole extra set of questions, concerns, and calculations.
The Onyx Truth Team
Editor
The Quiet Truth
Hey friend, let’s talk about something that too many of us are quietly dealing with right now—layoffs. Whether it’s whispered rumors in the office or a surprise meeting with HR, being told your position is no longer needed can feel like the rug is being pulled out from under you. And when you're Black in corporate spaces, that moment comes with a whole extra set of questions, concerns, and calculations.
We already know that the workplace doesn’t always meet us with fairness. So it’s no surprise that layoffs can hit us differently—harder and more often. But here’s the truth: you have rights, you deserve dignity, and you are not powerless.
Let’s Be Real: Layoffs Aren’t Always Neutral
On paper, layoffs are supposed to be about business needs—budgets, restructures, shifting priorities. But we’ve seen the patterns. When companies start trimming the workforce, it’s often Black employees—especially those who are the “only” or one of few in their departments—who are let go first. Often not because of performance, but because of systemic bias baked into how “value” and “fit” are perceived. Oftentimes the only time we are ever seen in the workplace is when HR compiles a list of potential people to let go.
It’s not your imagination. Studies have shown that Black professionals are disproportionately affected during organizational shakeups. Sometimes it’s the result of being overlooked for stretch projects or having limited visibility with leadership—things that make it easier for someone to wrongly label you as “nonessential.” Other times, it’s because there’s no one advocating for you in the rooms where decisions are made. Look at what’s happening in the federal government right now.
What You Need to Know About Severance
If you’re facing a layoff—or even think one might be coming—it’s critical to understand what severance is, what it should include, and how to advocate for a package that respects your contributions.
The first ‘real talk’ thing to know about severance is that it is an optional benefit. Meaning that companies are under no obligation to offer it. However if you are laid off, and not offered one, that does not mean that you have to walk away with nothing.
Here’s the play
First, ask HR or your manager if the company has a severance policy. Some companies have a policy, but you won’t find it in the Employee Handbook or posted on the company intranet. While ideally that policy should apply to anyone who is laid off, when the policy is not well known, it’s very easy to exclude people when organizations choose to do so, and you, the laid off employee would never know.
In cases where there is a policy or in cases where there is no policy, but severance is offered, know that it is often negotiable. Any severance policy will offer you money. That’s kinda the whole point. Beyond that, here is a list of other things that a severance package could include, and what you can negotiate.
Severance Pay: This is typically based on your length of service, but don’t assume the first number they offer is set in stone. You can—and often should—negotiate.
Healthcare Coverage: In cases where this is offered, find out how long your medical, dental, and vision benefits will continue. Push for an extension if you need time to line up something new. This can be a really easy thing for an employer to do if they are paying the severance by keeping you on the payroll. Your benefits will simply continue as if you were still employed.
In situations where severance is paid out in a lump sum, and you are removed from the payroll system, your employer, by law, has to offer you COBRA, a federal law where employees can temporarily keep healthcare coverage, as long as you pay for it yourself. Your ask here will be for your employer to cover the full cost of that COBRA insurance as part of your severance package.
Job Search Support: Ask about outplacement services, resume support, or connections to recruiters. This isn’t a favor—they owe it to you to help you land on your feet - especially in this tight job market.
Payout of Accrued PTO or Bonuses: While it is pretty common for any unused PTO to be paid out when an employee leaves, that is not always the case. If you have unused vacation and that's not included in your severance package, ask for it. Keep in mind that if you worked in a company that had unlimited PTO, there is no PTO balance under that structure.
Bonuses are a bit more complicated. Every bonus structure should have documentation that describes eligibility. Make sure you understand what your plan says, and what you are eligible for under the plan. Many plans state that the employee must be employed at the end of the fiscal year to be eligible. However, we’ve seen exceptions made here all of the time, so definitely make the ask.
What are you really signing when you sign that severance agreement?
Consider the implications of signing/refusing to sign - When/if you decide to accept the severance offered, know that by signing, you are most likely waiving your right to pursue any legal action against the company. You could also be agreeing to a non-compete clause, if you live in a state where those can be enforced. If you find the terms unfair, you can refuse to sign. When people do that it's usually because they want the ability to take legal action and/or work for a competitor. However, there will be times when it makes sense to sign and move on with your life. We can help you assess your situation.
Our tips
Never sign anything on the spot. Say that you'll need some time to review it. This is a completely reasonable request. In fact, in some cases where the laid off employee is part of a protected class, this is required by law. Well, it used to be, prior to the current administration.
Have the agreement reviewed by a professional. We can help! We've not only reviewed these types of agreements, we've written them! An initial review by The Onyx Truth team, along with a conversation to learn more about your employment, can help determine if an employment lawyer is needed.
Don’t Be Afraid to Ask Questions—or Get Help
In moments like this, companies are counting on you to be too shocked, confused, or afraid to push back. But you have every right to review the severance package with an attorney or a trusted advisor. And if you feel like your layoff was discriminatory, you may have grounds for a legal claim.
Ask for everything in writing. Request clarification on how your role was selected for elimination. If something doesn’t feel right, trust that feeling. You’re not being difficult—you’re protecting your future.
The Emotional Toll is Real
Let’s also name the emotional weight of this. Losing your job is never just about income—it’s about identity, stability, and sometimes, a sense of belonging. When you're Black, it can also trigger the quiet hurt of feeling expendable in a space you gave so much to. That pain is valid.
But please hear this: you are not your job. You are resilient. You are brilliant. You have the power to rebuild. You’ve navigated harder things before, and you’ll navigate this too—with your head held high and your community at your back.
The Onyx Truth Is Here For You
At The Onyx Truth, we understand the layers of being Black in the workplace—especially when it feels like the floor is shifting beneath you. That’s why we’re here to equip you with the tools and confidence to move forward, stronger and smarter.
Know Your Rights: We’ll break down what’s fair, what’s legal, and what’s negotiable so you’re never left in the dark.
Reclaim Your Narrative: We’ll help you reposition your story—not as someone who was let go, but as someone stepping into new power and possibility.
Build Your Network: Through mentorship, resources, and real talk, we’re building a community that lifts as it climbs.
Friend, this moment might feel like an ending—but it can also be the beginning of something greater. You deserve a workplace that sees you, values you, and invests in your growth. Until then, protect your peace, know your worth, and don’t settle for less than what you’ve earned.
We got you.
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