General legal information for California workers — read it, then tell us what happened.
A California severance agreement can exchange pay or benefits for a release of legal claims and other promises. Before signing, identify the claims being waived, payment timing, tax treatment, benefits, reference language, confidentiality, non-disparagement, cooperation, arbitration, and any post-employment restrictions.
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Identify the extra consideration, claims released, signing terms and continuing obligations. Keep final wages separate from offered severance. Bring every draft and incorporated agreement; a reference, confidentiality, equity or repayment term may be as important as the headline payment.
The firm quotes review scope individually. Ask whether the engagement includes only assessment or also negotiation, and who will perform the work. A review does not promise a larger payment, an extension or continued representation.
Understand the Employee Rights Assessment and meet the partner attorneys.
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Usually not for a private at-will employee unless an employment agreement, severance plan, company policy, collective bargaining agreement, or other promise requires it. Final earned wages, accrued vacation, and other amounts already owed are separate from optional severance.
A release may cover discrimination, retaliation, wage, contract, tort, and other claims through the signing date. Some rights cannot lawfully be waived or restricted, and agency-reporting rights require special treatment. The precise release language matters.
The deadline may come from the agreement, a plan, or special law. Federal law provides specific consideration and revocation periods for certain waivers of age-discrimination claims, with different rules for individual and group programs. Do not assume every agreement uses the same period.
Often yes, although an employer is not required to accept changes. Negotiation can address payment, benefits, reference terms, announcement language, confidentiality, non-disparagement, cooperation, tax treatment, and removal or narrowing of disputed restrictions.
Consider speaking with an attorney when the facts involve money owed, job loss, harassment, discrimination, retaliation, leave denial, or a deadline. This site provides general information and intake support, not legal advice.
No. Submitting information or using the intake assistant does not create an attorney-client relationship unless an attorney agrees to represent you in writing.
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