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HR may tell you the offer expires soon, that this is standard, or that everyone else already signed. None of this is a reason to sign today. Under California law, workers over 40 are entitled to at least 21 days to consider a severance offer — and 7 days to revoke after signing. Younger workers have no statutory minimum, but the employer's deadline is almost always negotiable.

What they won't tell you

The deadline printed on your offer letter is often a pressure tactic, not a legal requirement. In most cases, asking for more time costs you nothing — and signing too quickly can cost you everything.

Your access to company systems, email, and files may be cut off within hours. Before that happens, document anything relevant to your employment like performance reviews, offer letters, commission agreements, employment contracts, pay stubs, expense reimbursements, and any communications that may be relevant to how or why you were let go.

Important

Do not take confidential company information, trade secrets, or client data. Document your own employment records — nothing more. If you're unsure what's appropriate, call us before you do anything.

Why it matters

Evidence of discrimination, retaliation or unpaid wages can significantly increase your leverage but only if you have it. Once your access is gone, it's gone.

Your severance agreement contains language — almost certainly — stating that you have had the opportunity to seek legal advice before signing. Your employer's lawyers drafted every clause in that document. The least you can do is have someone read it on your behalf. Most reviews are completed within 24–48 hours. The cost of a review is almost always far less than what we recover.

What happens next

We review your agreement, identify the risks, calculate what you may be owed beyond the offer, and tell you exactly where there's room to negotiate. Then you decide what to do with that information.