An offer letter and employee handbook on a desk beside a coffee cup
Employment & HR

AI Severance Agreement

Get severance agreement document - just enter employee details, severance terms, jurisdiction.

Small employersHR leadsStartupsNew hires
Free to previewNo signupYou get: A ready-to-use severance agreement document
01

How it works.

Severance Agreement: provide employee details, severance terms, jurisdiction and get a complete severance agreement document in minutes - including consideration, release scope, ADEA/OWBPA timing where applicable. Free AI workflow, no signup required to preview.

Employment terms are jurisdictional. The structure below stays constant; the notice periods, overtime rules and mandatory disclosures shift with where the work happens.

A manager and a new hire going through paperwork in an office
The contract sets the tone of the first ninety days.
What you provide

Draft my ready-to-use severance agreement document

A short answer per field is plenty - the tool fills in the rest.

Free. No signup to preview. Not legal advice - always have counsel review.

A new employee completing onboarding forms at a desk
Onboarding is smoother when the terms were specific in writing.
02
Severance and general-release agreement with OWBPA-compliant disclosures and revocation period; state-compliant.
Format & standard
Close-up of an employment agreement signature block
Pay, hours, notice and jurisdiction are the four clauses people actually read.
03

What good looks like.

A hiring manager discussing an offer with a candidate

Every dispute we see started as a clause nobody bothered to make specific.

Employment drafting note
01

What it must include

Criteria
  • 01Parties and separation date
  • 02severance amount and payment schedule
  • 03benefits continuation (COBRA notice)
  • 04a general release/waiver of claims
  • 05ADEA/OWBPA compliance for 40+ employees (21/45-day consideration and 7-day revocation periods)
  • 06return of property and confidentiality/non-disparagement
  • 07references and unemployment
  • 08reaffirmation of surviving covenants
  • 09no-admission and governing law
  • 10voluntary-and-knowing acknowledgment.
02

Signals of expertise

Quality
  • OWBPA/ADEA requirements (consideration and 7-day revocation windows, group-layoff disclosures), preserving validity of the release, COBRA and non-disparagement, can't waive certain claims (FLSA wages, future claims, EEOC charge-filing).
03

Common mistakes

Pitfalls
  • ×Omitting ADEA/OWBPA periods for 40+ employees
  • ×overbroad release purporting to waive non-waivable rights
  • ×no revocation period
  • ×missing consideration beyond what's already owed.
A new hire settling in on their first day at the office
A start date that begins without ambiguity.