A severance agreement is more than a payment offer. It is a legal document that may require an employee to release claims, waive rights, accept confidentiality obligations, limit future communications, refrain from competing or engaging in certain post-employment conduct, or agree not to pursue certain claims. Before signing, employees should understand both what they are receiving and what they may be giving up.
Severance issues often arise after a termination, layoff, resignation, or workplace dispute. The agreement may involve deadlines, non-disparagement provisions, restrictive covenants, cooperation clauses, benefit issues, tax language, reference terms, or claims under federal and Pennsylvania employment laws. In some situations, the facts surrounding the separation may also affect whether the severance offer should be negotiated.
Steenland Law helps employees review severance agreements carefully, identify what rights are being released, evaluate whether the compensation is appropriate given the circumstances, and determine whether negotiation is warranted. Our goal is to ensure that every client understands the full legal effect of the document before making a decision.
Severance agreements come with tight deadlines and significant legal consequences. Understanding what you are signing — and what rights you may be giving up — is critical. Common situations where employees benefit from legal review:
A clear path from the moment you reach out to the moment your case is resolved — with you informed at every step.
Call 412.819.1462 to schedule your free consultation. We'll listen to your story, ask the right questions, and give you a clear sense of where you stand — before you commit to anything.
During the consultation, we'll review your situation and explore your legal options. We'll explain the law in plain language, walk through what's at stake, and identify every claim worth pursuing.
Once we identify the best path forward, we begin advocating for you — firmly, strategically, and without delay. You focus on your future. Kyle handles the fight.
Wrongful termination cases are handled on contingency — you pay nothing up front, and our fee is a percentage of what we recover. If we don't recover, you owe us nothing.
Questions Kyle hears every week from Pittsburgh workers. Severance agreements often arrive with pressure, deadlines, and legal language that can affect your rights long after your employment ends.
Yes. A severance agreement is not just a payment offer. It may require you to release legal claims, accept confidentiality obligations, limit what you can say, restrict future employment, or waive rights you may not realize you have.
Most severance agreements require employees to release claims against the employer. That may include claims for discrimination, retaliation, harassment, unpaid wages, medical leave violations, wrongful termination, or other workplace claims. You should understand what you are waiving before you sign.
Sometimes. Depending on the facts, the severance amount, payment timing, benefits, reference language, confidentiality terms, non-disparagement language, and restrictive covenants may be negotiable. The employer had its legal team review the agreement. You are entitled to understand your leverage before responding.
As soon as possible. Severance agreements usually include strict deadlines, and some deadlines may affect whether you can revoke, negotiate, or accept the offer. Waiting too long can limit your options.
Steenland Law reviews severance agreements on a flat-fee basis, so you know the cost before we begin — no hourly surprises. Kyle reviews the agreement, explains the legal terms, identifies issues for negotiation, and helps you make an informed decision before you sign.
About an hour of your time. We walk through your facts, identify every potential claim, and tell you honestly whether you have a case worth pursuing — even when the answer is no.