Florida Severance Lawyers

Florida Severance Lawyers

Call 800-399-5851 to Schedule a Free Consultation

Easy 4-Step Process for California Severance Package Review

Step 1.

Call us or email your agreement to info@severance-lawyers.com

Step 2.

Our office will schedule a date and time for the meeting (either in person, via Zoom, or over the phone). All meetings can be scheduled within 24 hours.

Step 3.

Our Florida severance package lawyer will conduct a thorough review of the agreement before discussing it carefully with you and answering your questions.

Step 4.

Our Florida attorneys will send you a detailed email regarding any changes, revisions, or other items in your Florida severance package that need addressing with your previous employer. You will then have the option to negotiate with your employer directly on your behalf to retain us to negotiate for you to try to improve the terms and amount of severance pay.

Severance and Employment Law in Florida

In Florida, employers are not legally required to provide severance packages. However, if an employer does offer a severance package, it must comply with the state’s labor and employment laws. This may include providing certain benefits or protections such as health insurance coverage, notice of termination rights, and other conditions related to the employee's job separation. Employers also often require that employees sign waivers releasing them from any claims they may have against their former employer in exchange for receiving a severance package. Having a skilled Florida Severance Lawyer review your severance agreement is essential in order to ensure you get the best possible outcome from your severance negotiations.

How to Calculate Severance in Florida

When it comes to calculating severance pay in Florida, there is no one-size-fits-all answer. The amount of severance an employee is entitled to depends on a variety of factors such as their years of service, job title, and salary. An experienced lawyer can help you determine exactly what you are owed and negotiate with your employer for the best possible outcome.

What Should Be Included in My Severance Package Agreement?

Severance agreements are an important part of the employment process. They provide a way for employers and employees to end their relationship on mutually beneficial terms, while also providing certain protections and benefits to both parties. In order for the severance agreement to be effective, it must include certain key elements such as severance pay, medical benefits, references, and dispute resolution clauses. 

  • Severance pay: Severance pay is typically calculated based on length of service and salary history. It may also include other types of compensation such as bonuses or stock options in addition to base salary payments. The amount of severance should be clearly stated in writing in order for the employee to understand what they will receive upon termination. 
  • Medical benefits: Employers may choose to offer medical coverage after a termination date as part of a severance package agreement. This can help employees transition into new jobs without worrying about expensive health insurance premiums during that time period. If offered, this should be outlined clearly in the agreement along with any applicable co-pays or deductibles associated with the coverage plan provided by the employer. 
  • References: A good reference from an employer can make all the difference when applying for future positions so it’s important that you get one in writing as part of your severance package. The reference should include the position you held, dates of employment, duties, and responsibilities, and a statement of recommendation from the employer. 
  • Dispute Resolution: It is important that both parties agree to the terms of the severance agreement before it is signed. If there are any disputes that arise during or after the termination process, it’s essential to have dispute resolution clauses included in the agreement so that either party can bring these issues to mediation or court for resolution.
  • Confidentiality:  You may wish to include a confidentiality clause in your severance agreement so that both parties understand what information is considered confidential and agree not to share it with anyone else. This can help protect you from any potential legal action in the future if sensitive information was disclosed by either party during negotiations. 

Your Rights in Florida

It is important to note that you have the option to decline signing a severance agreement if you do not feel comfortable with the terms. In Florida, it is common for companies to allow up to 21 days for you to review the agreement. If you feel that you are being pressured to sign without enough time to review, your employer may not be honoring the agreement. During this review period, you have the right to negotiate the terms to better suit your needs.

If your employer is offering you a severance package, it's probably not just out of the kindness of their heart. They may want something in return, so you can ask for things as well. To ensure that you're agreeing to fair terms, it's wise to have a skilled Florida Severance Lawyer review your agreement before you sign it.

Who We Are

At Severance Lawyers, our Florida severance package lawyers have years of experience helping employees receive the most favorable terms possible when negotiating their severance packages. We understand the complexities of labor and employment laws in Florida and will work tirelessly to ensure you get all the benefits you’re due as part of your separation agreement. 

Within 24 hours, we'll review your severance package and provide you with suggestions to help you negotiate with your employer. You can either use our recommendations or seek help from a Severance Lawyer. Even if you later discover that your employer is not complying with the severance agreement, we can still offer our assistance. Remember, your employer is protecting their interests through a severance agreement, and you also have the right to do the same.

Schedule a consultation by dialing (800) 466-5015.

Our Florida Severance Attorneys Serve the Following Communities

  • Alachua County
  • Baker County
  • Bay County
  • Bradford County
  • Brevard County
  • Broward County
  • Calhoun County
  • Charlotte County
  • Citrus County
  • Clay County
  • Collier County
  • Columbia County
  • DeSoto County
  • Dixie County
  • Duval County
  • Escambia County
  • Flagler County
  • Franklin County
  • Gadsden County
  • Gilchrist County
  • Glades County
  • Gulf County
  • Hamilton County
  • Hardee County
  • Hendry County
  • Hernando County
  • Highlands County
  • Hillsborough County
  • Holmes County
  • Indian River County
  • Jackson County
  • Jefferson County
  • Lafayette County
  • Lake County
  • Lee County
  • Leon County
  • Levy County
  • Liberty County
  • Madison County
  • Manatee County
  • Marion County
  • Martin County
  • Miami-Dade County
  • Monroe County
  • Nassau County
  • Okaloosa County
  • Okeechobee County
  • Orange County
  • Osceola County
  • Palm Beach County
  • Pasco County
  • Pinellas County
  • Polk County
  • Putnam County
  • Santa Rosa County
  • Sarasota County
  • Seminole County
  • St. Johns County
  • St. Lucie County
  • Sumter County
  • Suwannee County
  • Taylor County
  • Union County
  • Volusia County
  • Wakulla County
  • Walton County
  • Washington County

Client reviews

    "Would recommend Paul to anyone."

    This law firm helped me achieve the results that I needed. Would recommend Paul to anyone that feels as though they have been wronged and need legal guidance and assistance.

    - Al W.
    "They gave my case all the time and attention that was needed to be successful."

    My experience with Severance Lawyers was excellent. They gave my case all the time and attention that was needed to be successful. They were a calming and confident presence during a difficult and uncertain time for me. Their guidance was outstanding at all times, prompt, professional,  timely and open for calls and quick updates. They invested the time to work through all of my questions and issues. I can’t thank them enough and would hire them again.

    - Wendy G.
    "From start to finish Tom was there to help me out every step of the way with our case."

    Tom and his staff understand the law very well. They are quick to return calls, take the initiative, and explain things in a way I can understand. From start to finish Tom was there to help me out every step of the way with our case. I am glad to have Tom and his team on my side. I simply cannot thank them enough!

    - Michelle M.
    "Helped turn my lemons into lemonade."

    I found myself in a challenging & stressful situation that required legal representation and their attorney Paul Castronovo handled it beyond my expectations.  Paul is incredibly experienced/knowledgeable and I just felt like I was in good hands the entire time.  Paul has a calming demeanor too–which is helpful in these stressful situations. Paul helped turn my lemons into lemonade.

    - Tucker W.
    "His confidence shined through instilling the confidence in me and peace of mind having him by my side."

    Tom McKinney’s prompt attention, articulate and comprehensive advice addressed my Employment Agreement related issue. His confidence shined through instilling the confidence in me and peace of mind having him by my side. If you’re dealing with the proverbial ‘blood sucking’ company, look no further than Tom’s voice of reason.

    - Sweta M.
    "He was professional and knowledgeable in employment law."

    Going to Tom and his team for my case was the best decision I made. He was professional and knowledgeable in employment law. He helped me reach a resolution and I could not recommend him enough for anyone else out there.

    - Austin S.
    "I have referred him to friends in NJ and NY."

    Tom McKinney is one of the best attorneys that I know…whether to negotiate on your behalf or reviewing your agreement to make sure you are getting maximum value for your compensation. From stock options to deferred compensation.  I have referred him to friends in NJ and NY.

    - Sean C.
    "Tom was prudent in having me use his services and I did not overpay when not needed."

    I had Tom review my severance agreement. He provided a lot of valuable insight. I was able to go back to my employer with various points and double my package. Tom was prudent in having me use his services (told me to go back to my employer before fully engaging him) and I did not overpay when not needed.   Other lawyers could have easily taken advantage of my situation and over-lawyered the situation.

    - Joe K.

Have Questions?

We Have Answers!
  • How long do I have to sign the severance documents?

    When companies terminate employees and provide a severance package, the goal of the severance is to benefit both the company and the employee. Therefore, the employee has time to review the agreement. Review timelines depend on employee age and the number of people terminated simultaneously.

    • Employees under the age of 40 – No set time frame, but it must be reasonable and ample enough to review and understand the components.
    • Employees over the age of 40 – 21 days to review and sign and 7 days to reconsider and revoke your signature.
    • Multiple terminations at once – 45 days to review and sign and 7 days to reconsider and revoke your signature.
  • How is severance pay calculated?

    Several factors go into severance pay amounts. Employees in higher management positions may receive additional benefits like longer pay terms, office equipment, or medical benefits.

    Typical payouts can last up to 26 weeks and go by the following calculations:

    • Hourly Employees: Number of years with company X 1 week of regular pay = Severance Pay $ Total
    • Salaried Employees: Number of years with company X 2 weeks of regular pay = Severance Pay $ Total
  • Am I entitled to severance pay?

    No, most companies provide a severance agreement when they lay off or fire an employee. Offering a severance package is entirely optional for the company. Most companies only do it to protect themselves from future lawsuits, the employee going to a competitor company, or adverse claims from the employee. The company takes multiple factors into account when preparing the packages.