Your situation
Use annual base salary only. Exclude equity and one-off bonuses for the core estimate.
Free · US-focused · No sign-up required
Know what a fair severance package looks like.
Enter your salary, tenure, and role to see a low, typical, and strong estimate — plus financial runway, COBRA costs, and negotiation talking points.
- Realistic range, not a misleading single number
- Financial runway calculated against your expenses
- State unemployment reference built in
- Practical negotiation tips — no law firm required
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Educational benchmark only — not legal advice. For complex situations, consult an employment attorney.
Typical offer range
Estimated typical severance
$16,385
About 6.6 weeks of base pay. Use this as your benchmark.
Low estimate
$12,453
5.0 weeks
Strong offer
$22,120
8.9 weeks
Weekly base pay$2,500
Est. COBRA monthly cost$845/mo
Financial runway (typical pkg)3.6 months
State unemployment support$450/week
Fairness signal
Standard range for your profile.
Negotiation priority
Ask for extra weeks, COBRA continuation, and vesting acceleration.
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Negotiation guidance
How to negotiate a better package
1. Never accept on the spot
Ask for the offer in writing and request at least 5–7 business days to review. Signing quickly removes your only leverage.
2. Negotiate weeks, not dollars
Asking for "two additional weeks" is easier for HR to approve than a lump-sum request. Use the weeks framing in every conversation.
3. Push for COBRA subsidy
COBRA continuation often costs $700–$1,200/month. Ask the employer to cover 3–6 months — frequently granted as a lower-friction ask.
4. Check bonus treatment
If you're mid-cycle, ask whether a prorated annual bonus or unpaid commission will be included. This is separate from severance and often negotiable.
5. Review equity vesting
Ask for accelerated vesting or an extended exercise window on unvested stock options or RSUs. Larger companies often have specific policies that apply here.
6. Watch the release language
Ensure the release covers only what the employer genuinely needs. Check non-disparagement clauses and whether it restricts future legal claims beyond the layoff.
7. Negotiate a written reference
Ask for a positive written reference or "rehire eligible" status in your HR file — not offered proactively but frequently grantable without pushback.
8. Age 40+ gets extra time
The OWBPA gives employees over 40 at least 21 days to consider a severance offer and 7 days to revoke after signing. Know and use these rights.
Common questions
Frequently asked questions
Is severance pay required by US law?
Generally no. The WARN Act requires 60 days' notice for large layoffs but doesn't mandate severance pay. Most severance is offered voluntarily to secure a legal release of claims.
How is severance typically calculated?
A common formula is one to two weeks of base pay per year of service. Senior employees and large-company workers typically receive more. This calculator uses industry benchmarks to estimate a realistic range.
Is severance pay taxable?
Yes. Severance is treated as regular wages by the IRS and is subject to federal income tax, Social Security, and Medicare withholding at the time of payment.
Can I collect unemployment and severance at the same time?
It depends on the state. Some states treat severance as wages and delay UI benefits accordingly. Others do not offset. Check your state's Department of Labor for the exact rule.
What is COBRA and should I take it?
COBRA lets you continue your employer's health insurance for up to 18 months after a job loss — but you pay the full premium. Compare it against ACA marketplace plans before deciding.
Can I still negotiate after receiving the offer?
Yes — especially before you sign. Once you sign a severance agreement with a release, you typically waive the claims that gave you negotiating leverage. Always negotiate before signing.
Does this calculator provide legal advice?
No. This tool offers an educational benchmark based on published industry norms. For situations involving discrimination, wrongful termination, or complex contracts, consult a licensed employment attorney.
What happens to vested stock options after a layoff?
Typically you have 90 days to exercise vested options after termination, though your stock plan document controls this. ISOs and NSOs are treated differently for tax purposes.
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State reference
Unemployment benefit levels by state
Approximate weekly maximum benefit amounts. Actual amounts depend on prior earnings history. Source: US Department of Labor.
| State | Max weekly benefit (approx.) | Max duration (weeks) |
|---|---|---|
| California (CA) | $450–$700 | 26 |
| New York (NY) | up to $504 | 26 |
| Texas (TX) | up to $563 | 26 |
| Florida (FL) | up to $275 | 12–23 |
| Washington (WA) | up to $1,079 | 26 |
| Massachusetts (MA) | up to $1,033 | 30 |
| Illinois (IL) | up to $742 | 26 |
| Georgia (GA) | up to $365 | 14–20 |
| Colorado (CO) | up to $781 | 26 |
| New Jersey (NJ) | up to $875 | 26 |
| Pennsylvania (PA) | up to $572 | 26 |
| Ohio (OH) | up to $647 | 26 |
| North Carolina (NC) | up to $350 | 12–20 |
| Michigan (MI) | up to $362 | 20 |
| Arizona (AZ) | up to $320 | 26 |