How much severance should I get?

A common benchmark is 1-2 weeks per year of service for individual contributors and 2-4 weeks per year for directors and above. Tech companies have historically offered more generous packages than retail or manufacturing. This calculator uses role-specific multipliers based on general market practice. Senior and executive roles routinely receive more than the baseline.

What can I negotiate in a severance package beyond weeks of pay?

Beyond the weeks of cash pay, you can often negotiate: extended COBRA coverage, equity vesting acceleration (one additional year is a common ask), outplacement services, a positive written reference letter, removal or narrowing of the non-compete clause (geographic scope or duration), and extension of RSU exercise windows if you hold vested options.

Do I have to sign within 21 days?

For employees age 40 and older, the Age Discrimination in Employment Act (as amended by the Older Workers Benefit Protection Act) requires employers to give at least 21 days to consider severance agreements that include a waiver of ADEA claims. You also have 7 days to revoke your signature after signing. Employers cannot legally shorten these windows.

What is COBRA and why does its coverage value matter?

COBRA lets you continue your employer's group health plan for up to 18 months after leaving, but you pay the full premium (both employee and employer shares) plus up to 2% administrative fee. Employer-sponsored health plans often cost $500-$1,500 per month at full COBRA rates. Three to six months of COBRA coverage paid by the employer can be worth $1,500-$9,000 in real value.

Should I negotiate the non-compete clause?

Yes, especially if it is broad in scope or duration. A national non-compete restricts where you can work and can cost you job opportunities. You can negotiate to narrow the geographic scope (state instead of national), shorten the duration, or limit the industries covered. Some states (California, Minnesota, others) do not enforce non-compete clauses at all for employees.

What happens to my unvested equity if I do not negotiate acceleration?

Unvested shares typically revert to the company's equity pool and you receive nothing for them. If you have a significant unvested balance close to a vest date, requesting acceleration of the next tranche (e.g., the next 12 months of vesting) is often the highest-value item to negotiate in a severance package.

Severance Negotiation Calculator

Value your severance cash, COBRA, and equity acceleration, compare to a tenure-based benchmark, and see what to negotiate before you sign.

This is a planning benchmark, not legal advice. Have an employment attorney review your offer before you sign.

100% client-side. Inputs stay in your browser (ons-severance-inputs).

Your offer

Annual base salary ($)Years of serviceRole levelIndustryOffered severance (weeks)COBRA offered (months)Unvested sharesShare price ($)Vesting accelerationNon-compete (months)Non-compete scopeSigning deadline (days)

Package value

You have 21 days to sign or negotiate.

Below marketvs benchmark: -$3,969

Total package value

$24,877

Benchmark (cash)

$28,846

Benchmark tenure

12.5 weeks

Component	Value
Severance cash	$23,077
COBRA (estimated)	$1,800
Equity acceleration	$0
Total package	$24,877

Non-compete estimate: this scope may cost about $577 in restricted opportunities (directional, not cash from the employer).

Negotiation checklist

Ask for 3 more weeks of pay
Est. value: $6,923
Benchmark is based on role and tenure, not industry alone.
Extend COBRA subsidy by 3 months
Est. value: $1,800
Employers often fund premiums for a fixed period.
Full vesting acceleration
Est. value: $50,000
Assumes a four-year vest schedule for partial acceleration math.
Outplacement coaching (3–6 months)
Est. value: $5,000
Typical vendor program cost; value is career search support.
Narrow non-compete to city-only or remove
Est. value: $577
Estimated opportunity cost, not a cash payment from the employer.
Written reference or neutral employment verification
Hard to price in dollars but often negotiable.

How this tool works

Most employees accept the first severance offer without knowing whether it is above or below what their role, tenure, and industry typically receive. This calculator gives you that benchmark in seconds and shows the total dollar value of every component in the package, including items many employees overlook: COBRA coverage value, unvested equity vesting acceleration, and the economic cost of a broad non-compete clause. With this information, you can negotiate from a position of knowledge rather than guessing whether to push back or sign.

Worked example

Annual base salary: $120,000. Years of service: 5. Role: Director. Offered: 10 weeks severance. COBRA: 3 months. Unvested shares: 1,000. Share price: $50. Vesting acceleration: None. Non-compete: National scope, 6 months. Weekly salary: $2,308. Cash value: $23,077. Benchmark: Director x 5 years = 12.5 weeks = $28,846. COBRA value: $1,800. Total package: $24,877 vs benchmark $28,846 = $3,969 below market. Non-compete cost estimate: $1,154 in restricted opportunity cost.

Frequently asked questions

How much severance should I get?
A common benchmark is 1-2 weeks per year of service for individual contributors and 2-4 weeks per year for directors and above. Tech companies have historically offered more generous packages than retail or manufacturing. This calculator uses role-specific multipliers based on general market practice. Senior and executive roles routinely receive more than the baseline.
What can I negotiate in a severance package beyond weeks of pay?
Beyond the weeks of cash pay, you can often negotiate: extended COBRA coverage, equity vesting acceleration (one additional year is a common ask), outplacement services, a positive written reference letter, removal or narrowing of the non-compete clause (geographic scope or duration), and extension of RSU exercise windows if you hold vested options.
Do I have to sign within 21 days?
For employees age 40 and older, the Age Discrimination in Employment Act (as amended by the Older Workers Benefit Protection Act) requires employers to give at least 21 days to consider severance agreements that include a waiver of ADEA claims. You also have 7 days to revoke your signature after signing. Employers cannot legally shorten these windows.
What is COBRA and why does its coverage value matter?
COBRA lets you continue your employer's group health plan for up to 18 months after leaving, but you pay the full premium (both employee and employer shares) plus up to 2% administrative fee. Employer-sponsored health plans often cost $500-$1,500 per month at full COBRA rates. Three to six months of COBRA coverage paid by the employer can be worth $1,500-$9,000 in real value.
Should I negotiate the non-compete clause?
Yes, especially if it is broad in scope or duration. A national non-compete restricts where you can work and can cost you job opportunities. You can negotiate to narrow the geographic scope (state instead of national), shorten the duration, or limit the industries covered. Some states (California, Minnesota, others) do not enforce non-compete clauses at all for employees.
What happens to my unvested equity if I do not negotiate acceleration?
Unvested shares typically revert to the company's equity pool and you receive nothing for them. If you have a significant unvested balance close to a vest date, requesting acceleration of the next tranche (e.g., the next 12 months of vesting) is often the highest-value item to negotiate in a severance package.

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