Question 1

Is severance pay required by law?

Accepted Answer

No, there is no federal law requiring employers to provide severance pay. However, some states like New Jersey and Maine have mandatory severance requirements for mass layoffs. Severance is typically offered based on company policy, employment contracts, or collective bargaining agreements.

Question 2

How much severance pay is typical?

Accepted Answer

The most common formula is 1-2 weeks of pay per year of service. However, this varies significantly by industry. Technology and finance companies often offer 2-4 weeks per year, while retail typically offers 0.5-1 week per year.

Question 3

Is severance pay taxable?

Accepted Answer

Yes, severance pay is subject to federal income tax, Social Security tax, and Medicare tax. It's typically withheld at a flat 22% federal rate for supplemental wages. State taxes also apply depending on your state of residence.

Question 4

Can I negotiate my severance package?

Accepted Answer

Yes, severance packages are often negotiable. You can negotiate for more weeks of pay, extended health benefits (COBRA), outplacement services, positive references, and stock option extensions. Having an employment lawyer review your agreement can help you negotiate better terms.

Question 5

Does severance pay affect unemployment benefits?

Accepted Answer

This varies by state. Some states delay unemployment benefits while you receive severance pay, while others allow you to collect both simultaneously. Check with your state's unemployment office for specific rules.

Question 6

What is the WARN Act?

Accepted Answer

The Worker Adjustment and Retraining Notification (WARN) Act requires employers with 100+ employees to provide 60 days advance notice of mass layoffs (50+ employees) or plant closings. Some states like New York require 90 days notice. Failure to provide notice can result in back pay for the notice period.

Question 7

What rights do workers over 40 have regarding severance?

Accepted Answer

Under the Older Workers Benefit Protection Act (OWBPA), workers 40 and older must be given at least 21 days to review any severance agreement (45 days if part of a group layoff), plus 7 days to revoke after signing. Employers must advise them to consult an attorney.

Question 8

How is severance pay taxed?

Accepted Answer

Severance is taxed as supplemental wages. Federal withholding is typically a flat 22% (37% for amounts over $1 million). State taxes vary from 0% (Texas, Florida, etc.) to over 12% (California). FICA taxes (Social Security and Medicare) also apply.

Question 9

What should be included in a severance package?

Accepted Answer

A comprehensive severance package may include: cash payment (weeks of pay per year of service), COBRA health insurance continuation, unused vacation/PTO payout, outplacement services, positive reference letter, stock option extensions, and non-compete clause modifications.

Question 10

Can I get severance if I was fired?

Accepted Answer

It depends on the circumstances and company policy. Employees terminated for performance issues may still receive severance, while those fired for gross misconduct typically do not. Severance is often offered in exchange for signing a release of claims against the employer.

Date	Employees	Details
June 2022	1,100	14 weeks minimum severance
January 2023	950	Similar terms to June 2022 round

Company	Formula	Rating
Goldman Sachs	Typically 1-2 months per year of service; MDs get more	Generous
JPMorgan Chase	2 weeks per year of service (minimum 4 weeks, maximum 26 weeks)	Standard
Morgan Stanley	2 weeks per year (similar to JPMorgan structure)	Standard
Bank of America	2 weeks per year of service + transition support	Standard
Citigroup	Based on tenure and level; typically 2-6 months	Standard
Wells Fargo	2 weeks per year of service + transition benefits	Standard
PayPal	2 months base + additional weeks per year	Standard
Visa	Generous packages relative to fintech peers	Generous

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