You did not expect to get a severance agreement. Now you have one, a deadline attached to it, and decisions to make before you fully understand what you are giving up. A California employment attorney can tell you whether the amount being offered is fair for your situation and explain what rights the agreement is asking you to waive. Those two things, understood before you sign, can change what you decide to do next.
If you think your termination involved something unlawful, a free case evaluation with Frontier Law Center is the first step. You describe what happened, we determine whether to take the case, and the investigation, including any review of the agreement, happens after you onboard as a client.
★★★★★5/5
“I only really wanted/expected what the bad guys screwed me out of. BUT guess what? I ended up getting WAAAY more than I thought possible. LOTS of zeros! I can’t thank them enough. A HUGE SHOUT OUT TO REBECCA HARTEKER!!! She’s a sweetheart and gets the job done. Big love to Frontier Law Center.”
— Recent Client Review
Quick Answer
What is a California case evaluation for a severance agreement?
A California case evaluation for a severance agreement is a free consultation where an attorney assesses whether the amount offered is fair and explains what rights the agreement is asking you to waive. Understanding those facts before you sign is the first step regardless of what comes next. A full investigation of the agreement and any underlying employment claims is part of full case representation, not a standalone service that happens before you decide whether to hire an attorney.
10,000
+
Workers Helped
100
M+
Recovered
10
+
Years in Practice
What a Severance Agreement Review Actually Includes
Severance agreements routinely contain terms that affect more than the payment itself. Knowing what those terms mean requires legal knowledge most people do not have at the moment they receive the document. Once a client onboards, the investigation that follows covers the agreement and any underlying employment claims. That investigation examines terms like those in the bullet point list.
You don’t need to have all the answers.
You just need to tell us your story. We’ll figure out if it was illegal. Many of our most successful clients started by
saying “I’m not even sure I have a case.”
- The release of claims extends beyond your job and firing and needs to be narrowed
- Your severance amount may be understating what your situation is worth or folding in wages you are already owed
- One-sided non-disparagement language restricts you but places no limit on what the employer can say about you
- Non-compete and non-solicitation restrictions appear in the agreement despite being void under California Business and Professions Code section 16600
- An open-ended cooperation clause requires unpaid post-employment work with no protection for your honest testimony
- Signing deadlines set by the employer are often shorter than what federal and California law requires for employees over 40
When to Request Legal Review Before Signing
Several situations call for a legal review before you sign. Most employees do not realize how broad that list is until they talk to an attorney.
Your Firing Followed Protected Activity or a Medical Event
You should get a review if you are over 40. Federal law gives you specific rights under the Older Workers Benefit Protection Act that employers sometimes skip past or rush through. You should also get a review if your firing followed protected activity. That includes complaints to HR, medical leaves, workplace injuries, requests for accommodation, or other legally protected conduct. A severance offer that comes right after any of those events raises a real question. Is the employer offering money to close off legal claims before you know you have them?
Even a Standard Layoff Deserves a Review Before You Sign
Even in a standard layoff, a review is worth your time. Employers draft mass layoff agreements once and send the same document to every affected employee. The terms are still open for discussion, and most employees never know that. Your severance terms may also affect your unemployment benefits, so it pays to understand what you are signing. Our post on what to consider before signing a severance agreement covers specific red flags to watch for before you commit. If your firing involved a performance improvement plan, our California PIP guide explains how that context affects your options.
The Clauses That Carry the Most Risk
Each clause below carries real financial and legal risk for the employee who signs, and each one is open to change. A skilled severance agreement attorney will know within an hour where the leverage is and what a fair result looks like before any changes are requested.
| Type of Recovery | What It Covers |
|---|---|
| Lost wages and benefits | Wages and benefits calculated from the date of your resignation through settlement or verdict |
| Future lost earnings | Projected income losses if the forced resignation set back your career trajectory |
| Emotional distress damages | Compensation for psychological harm caused by the employer's conduct |
| Punitive damages | Additional penalties courts can award in cases of especially egregious employer behavior |
| Attorneys' fees | May be recoverable under FEHA, enforced by the California Civil Rights Department, which is why many employees can pursue these claims without paying legal fees out of pocket upfront |
Your Important Rights If You Are Over 40
If you are 40 or older, federal law gives you specific rights that apply to any severance agreement releasing age discrimination claims. The Older Workers Benefit Protection Act requires your employer to give you at least 21 days to review the deal. You also have 7 days to cancel after you sign. No one can take those rights away, and your employer cannot punish you for using every day of them.
California courts have added more protections on top of federal law. These cover misleading deadline language and pressure tactics during the review window. If your employer pushes you to sign before the 21-day period ends, that pressure is a red flag. It suggests the employer wants a decision before you have time to fully understand the terms.
In a group layoff, the OWBPA requires your employer to go further. They must share the ages and job titles of all other employees offered the same deal. That requirement exists so you can evaluate whether age played a role in who was included.
California Deadlines That Keep Running While You Decide
Your legal filing deadlines do not stop while you consider the offer. If your firing involved wrongful termination, discrimination, retaliation, or wage violations, the clock starts on the day you were let go. It does not pause while you weigh the deal.
The table below shows the standard filing windows for the most common California employment claims. Signing an agreement with a broad release cuts off all of these options, which is why a review matters before you commit.
| Claim Type | Filing Body | Deadline |
|---|---|---|
| Discrimination and retaliation | California Civil Rights Department (CRD) | 3 years from the adverse action |
| Federal discrimination (Title VII, ADEA, ADA) | Equal Employment Opportunity Commission (EEOC) | 180 to 300 days from the adverse action |
| Wrongful termination (contract-based) | California Superior Court | 2 to 4 years depending on contract type |
| Workers' comp retaliation | California Labor Commissioner | 1 year from the adverse action |
If you are close to the signing deadline and have not spoken with an attorney yet, now is the time to reach out. Missing a filing deadline can cut off a strong claim. Our post on the wrongful termination statute of limitations in California has a full breakdown of these timelines. If you received a mass layoff notice, the California WARN Act may also give you extra rights worth knowing before you sign.
1
Kirsten Starr
Controller
2
Nicole Clancy
Senior Litigation Attorney
3
Mike Rachmann
Litigation Attorney
4
Robert Starr
Attorney, Founding Partner
5
Francine Barlavi
Client Onboarding Team
6
Danny Barlavi
Client Onboarding Team Lead
7
Kaylie Urango
Pre-Litigation Support Specialist
8
Amber Shelgren
Case Evaluation Assistant
9
Taylor McCarthy
Litigation Support Specialist
10
Gabriela Dominguez
Litigation Support Specialist
11
Cynthia Rodriguez
Case Manager
12
Collette Navasartian
Paralegal
13
Rebecca Harteker
Litigation Attorney
14
Manny Starr
Attorney, Managing Partner
15
Colin Rickard
Director of Growth & Operations
16
Mark Tieman
Attorney, Managing Partner
How Legal Help Changes What You Walk Away With
Most employees treat the initial offer as the final offer, and that assumption often costs them money. Negotiating a severance agreement in California is both legal and expected. There is no law that caps what can be changed, from the pay amount to the reference language to the scope of the release.
Free Case Review
The free case evaluation is where you describe what happened and FLC determines whether to take your case. No review of the agreement’s specific terms happens during that call, and no assessment of whether the amount is fair. Those steps only happen after you onboard as a client under the standard 35% contingency arrangement.
If Frontier Law Center takes your case, the engagement operates under the firm’s standard 35% contingency arrangement and includes a full investigation of the employer, not a contained review of the severance agreement alone. A full investigation takes time, and most severance agreements come with a short signing window, so our timeline may not always line up with the deadline on your offer. In some situations, we may not be able to advise you on the best course of action before that deadline arrives, which is exactly why calling early matters: the sooner you reach out, the more room we have to look at your situation carefully.
When Frontier Law Center represents a California employee with legal claims, severance terms can be part of what gets resolved through full case representation. Better severance amounts, mutual non-disparagement, removal of invalid non-compete language, and carve-outs preserving the right to file CRD or EEOC complaints are outcomes that have occurred in the context of full case resolution. These are not results delivered before a signing deadline. For context on how wrongful termination claims interact with severance offers, see our page on wrongful termination in California.
How Frontier Law Center Fights For You
California law provides strong employee protections. Does any of this match what you experienced?
1
You Share Your Story
Free, confidential, no pressure. We listen — and we give you an honest answer about your rights.
2
We Investigate
Our attorneys uncover what actually happened. You don’t lift a finger — we do the work.
3
We Fight for You
We negotiate hard and are fully prepared to go to trial. We fight for the maximum recovery.
4
You Move Forward
We only get paid when you win. You get closure, compensation, and a fresh start.
What Employees Ask Before Signing a Severance Agreement
The answers below cover the questions we hear most often before a severance agreement review. Every agreement and every situation is different, so use these answers to get your bearings, not as legal advice. A free call with Frontier Law Center is the fastest way to get a straight answer for your specific case.
Should I Have a Lawyer Review My Severance Agreement Before I Sign?
In almost every case, speaking with an attorney before you sign is the right call. A severance agreement is a legal contract that waives important rights, and the employer’s attorneys drafted it to protect the employer. A free case evaluation is where that conversation starts.
How Much Does a Severance Agreement Review Cost in California?
An initial consultation with Frontier Law Center is free. During that call, you describe your situation and FLC determines whether to take the case. No review of the agreement’s specific terms happens during the consultation. A full review of the agreement, any negotiation with your former employer, and the broader investigation of your employment claims all happen after you onboard as a client under the standard 35% contingency arrangement.
Which Clauses Most Often Cost California Employees Money and Options?
The release of claims is the most consequential clause in most California severance agreements. When it extends beyond your job and firing, it waives rights you may not know you have. One-way non-disparagement terms, invalid non-compete language, and open-ended cooperation duties are also common problems. So is severance math that bundles earned wages into the payment. Under California Civil Code section 1542, those wages may already be owed to you as separate pay. Signing without a thorough review of these terms is how employees give up real money and career options without knowing it.
Will My Employer Know I Hired an Employment Attorney?
Yes, if Frontier Law Center acts on your behalf, your former employer will know you have an attorney. That is not a problem in practice. Employers often expect employees to seek legal review before signing. Having an attorney confirms the agreement has been checked carefully. In practice, it leads to better terms because the employer understands the employee is informed.
What Happens If I Call Frontier Law Center About a Severance Agreement?
A free consultation is the starting point. You describe the situation, and an attorney can tell you whether the severance amount seems fair, explain the rights you would be giving up by signing, and assess whether the circumstances of your termination suggest a broader legal claim. If Frontier Law Center takes your case, the firm opens a full investigation into the employer under the standard 35% contingency arrangement. A full investigation takes time, and most severance agreements come with a short signing window, so our timeline may not always line up with the deadline on your offer. In some situations, we may not be able to advise you on the best course of action before that deadline arrives, which is exactly why calling early matters: the sooner you reach out, the more room we have to look at your situation carefully.
Can My Employer Cancel a Severance Agreement After I Already Signed It?
An employer generally cannot revoke a signed severance agreement in California. Once both parties sign, it is a binding contract. One exception applies to employees over 40: federal law gives either party a 7-day window to cancel after signing any agreement releasing age discrimination claims. Outside that window, revoking the agreement requires showing fraud, duress, or a specific term that was violated. A California severance attorney can evaluate any employer attempt to change or withdraw signed terms.
Last Updated: July 20, 2026
The information on this page reflects the law as of the date above and is intended for general informational purposes only. It does not constitute legal advice, nor does it create an attorney-client relationship. Laws and regulations are subject to change, and individual circumstances vary — always consult a qualified attorney for guidance specific to your situation.
Get Your Severance Agreement Review Before the Deadline Runs
You have a deadline, and your former employer set it. A free case evaluation with Frontier Law Center is where it starts.
Contact Frontier Law Center before the window closes.
