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Maryland Severance Lawyers

Maryland Severance Pay Laws

Call (800) 466-5015 to Schedule a Free Consultation


Easy 4-Step Process for Maryland Severance Package Review

Step 1.

Call us or email your agreement to

Step 2.

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

Step 3.

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

Step 4.

Our Maryland attorneys will send you a detailed email regarding any changes, revisions, or other items in your Maryland 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. 

Call our Maryland Severance Lawyers at (800) 466-5015 to review your agreement today. We respond to initial severance review inquiries within 24 hours.

What are Severance and Employment Laws in Maryland? 

Under Maryland law, employers are not obligated to provide severance pay unless it is explicitly provided for in an employment contract. This means that if you have been offered a severance package, it is important to understand exactly what it entails and whether or not your rights as an employee are being adequately protected. Our knowledgeable Maryland severance lawyers can help you review and negotiate the terms of your agreement with your employer so that you receive the most favorable outcome possible. With their expertise and experience, they can ensure that all aspects of the agreement comply with state laws and regulations while also protecting your best interests during negotiations.

What Should be Included in Severance Packages?

When negotiating a severance package, it is important to ensure that the agreement is comprehensive and includes all necessary provisions. A well-drafted severance package should include provisions for severance pay, medical benefits, references, dispute resolution, and confidentiality. These components are essential in order to ensure that employees receive the compensation they deserve for their service while also protecting their legal rights.


  • Severance pay: Severance pay is a lump sum amount of money provided to an employee upon their departure from the company. This payment can be used to cover expenses incurred during the transition period, such as rent, food, and utilities. It is important for employers to provide severance pay so that employees are not left without financial stability during this time.
  • Medical benefits: Medical benefits should also be included in any severance agreement. These benefits can help employees maintain their health coverage while they search for a new job or transition into retirement.
  • References: References are an essential component of any severance package because they provide potential employers with information about the quality of an employee’s work performance while employed at their previous company. References can be obtained from former supervisors, colleagues, or even customers.
  • Dispute resolution: Dispute resolution is an important component of any severance agreement because it provides a process for resolving disputes that may arise between the employer and employee after the agreement is signed. This provision should include information about how to file a claim and what remedies are available in case of breach of contract.
  • Confidentiality: Confidentiality provisions are necessary to ensure that sensitive information about the company and its employees remains confidential. This helps protect both parties from potential legal liabilities associated with disclosing proprietary information.

Several Package Review & Negotiation

If you were given a severance package after being laid off, your company's HR department may push you to sign it quickly. However, remember that you have the right to take your time and negotiate for better pay and benefits under Maryland employment law, whether you were let go individually or as part of a group.

According to the laws surrounding severance pay in Maryland, you are granted a period of time to review the terms of your severance agreement. During this time, you have the right to take the documents home with you, consider them, and seek guidance from a legal professional.

Strongly consider speaking with a Maryland employment lawyer about your agreement. As specialists in Maryland employment law, the Severance Lawyers can help you understand the terms of your agreement and where you can ask for more. We can directly negotiate with your employer on your behalf and ensure Maryland’s severance pay laws are followed and you receive the maximum benefit.

In Maryland, employers have the right to terminate employees at any time without needing a specific reason. As a result, companies are not obligated to provide severance pay to employees upon termination. However, some companies may offer severance pay to protect themselves from possible legal action. It's important to keep in mind that your employer is likely acting in their own best interest, so you should also consider what's best for you when it comes to severance negotiations.

Your Rights in Maryland

According to Maryland employment law, you have the right to negotiate your severance agreement and are not obligated to accept a package offered by your employer.


Our  Maryland severance attorney can assist you in figuring out what modifications to make to your agreement. In Maryland, the law enables you to seek additional severance pay and even request to receive it in installments or as a lump sum. Furthermore, you may request to carry on receiving healthcare and other benefits for yourself and your family.

Certain parts of the agreement may not benefit you. For instance, if your employer has included a non-compete clause, you may consider removing it. In accordance with Maryland employment law, non-compete clauses prohibit you from working with a competitor or in a specific geographic location. Our lawyers will collaborate with you to modify any required elements in your severance agreement.

Who We Are

Severance Lawyers is a network of Maryland employment attorneys who have received awards on a national level. Our expertise includes Maryland employment law, and we are skilled in negotiating with companies of any size. We present agreements in simple, easy-to-understand terms and offer recommendations for your best course of action. Additionally, we can communicate directly with your employer upon your request.

Our team of severance pay attorneys in Maryland has over ten years of experience in safeguarding employee rights. We have advocated for employees at all levels and across various industries through negotiation.

Call the Severance Lawyers at (800) 466-5015 to review your agreement today. We respond to initial inquiries within 24 hours.

Our Maryland Severance Attorneys Serve the Following Communities

  • Allegany County
  • Anne Arundel County
  • Baltimore County
  • Baltimore City County
  • Calvert County
  • Caroline County
  • Carroll County
  • Cecil County
  • Charles County
  • Dorchester County
  • Frederick County
  • Garrett County
  • Harford County
  • Howard 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.