What to ask HR
The questions that change your numbers and your dates.
You usually get one conversation. These are the questions whose answers change your money or your deadlines — worth asking before you sign anything.
On the money
- Is the severance a lump sum or salary continuation? How is it taxed and when is it paid?
- Will my accrued PTO be paid out?
- Is there a bonus I'm owed for work already done?
- Can the severance amount or terms be negotiated? (Often yes.)
On benefits and dates
- What's my last day of health coverage, and when will I get COBRA paperwork?
- What happens to my 401(k), and am I fully vested?
- What's the deadline to sign the agreement, and to revoke after signing?
On the record
- What will you confirm to future employers — dates and title only, or more?
- How will this be coded (layoff vs termination) for unemployment?
- Can I get the stated reason in writing?
Before you sign
A severance agreement almost always includes a release of claims — you give up the right to sue in exchange for the money. If anything about the exit felt discriminatory or retaliatory, or the numbers are large, have an employment lawyer read it first. You typically have time; if you're 40 or older, federal law gives you 21 days to consider and 7 days to revoke.
Common questions
Can you negotiate severance?
Often, yes. Severance amounts and terms are frequently negotiable — especially the payout, the reference language, and how the departure is coded for unemployment. Ask before you sign.
What should you ask before signing a severance agreement?
Ask whether it is a lump sum or salary continuation, whether PTO is paid out, your last day of health coverage, the deadline to sign and revoke, and what the company will confirm to future employers.
Run your severance, take-home by state, and runway in about two minutes.
NextClara gives educational estimates only — not legal, tax or financial advice. Check anything consequential with the official source or a licensed professional.