Consideration
Specify the exact severance payment, payment schedule, and any non-monetary benefits. State gross amounts, withholding treatment, whether payments are lump sum or installments, and any conditions for payment.
Using an Employee Severance Release clarifies separation terms, limits exposure to future litigation, and provides predictable financial and administrative closure. Employers obtain claim releases while employees receive defined consideration and transition support, and documented tax and benefit handling reduces later disputes.
HR, in-house counsel, payroll administrators, and business leaders typically prepare or review Employee Severance Release forms to manage departures consistently and lawfully.
Small employers may rely on standard templates while larger organizations perform tailored legal reviews to address regulatory and bargaining nuances.
Specify the exact severance payment, payment schedule, and any non-monetary benefits. State gross amounts, withholding treatment, whether payments are lump sum or installments, and any conditions for payment.
Define precisely which claims are released (employment discrimination, wage-and-hour, contract claims). List any carved-out claims or exceptions to avoid later disputes about scope.
Include nondisclosure and non-disparagement clauses when appropriate. Clarify duration, permitted disclosures (legal compulsion, whistleblowing), and remedies for breach.
State whether severance is taxable income, who reports it, and whether the employer will gross-up for withholding. Specify anticipated form reporting (W-2 or 1099) if known.
If a statutory revocation period applies, specify its length and the method for revocation. For older-worker waivers, identify any required consideration and revocation mechanics.
Provide signature blocks with printed names, titles, dates, and space for witnesses or notary acknowledgment where state law or company policy requires additional authentication.
| Field | Configuration |
|---|---|
| Routing | Sequential routing to HR, legal, then exec approval. |
| Authentication | Email plus SMS code or KBA for sensitive cases. |
| Bulk Send | Enable for mass separations to reduce manual steps. |
| Storage | Save signed PDF and audit trail to secure storage. |
Choose distribution and authentication methods consistent with document sensitivity, applicable law, and your internal privacy and retention policies.
The date obligations begin; use MM/DD/YYYY.
Date employee and employer sign the document.
If applicable, specify days allowed to rescind.
Dates when severance payments will be issued.
Employer reports payments on W-2 or 1099 as required.
Agree terms and consideration with departing employee.
Legal and HR sign off on the final draft.
Obtain required signatures and notarization if needed.
Process payments, update payroll, and file securely.
| signNow | DocuSign | Adobe Sign | PandaDoc | HelloSign | |
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| Free Trial | 7-day free trial | Varies | Varies | Varies | Varies |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| HIPAA Compliant | Yes | Yes | Yes | No | No |