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New Jersey Severance Attorneys

New Jersey Severance Lawyers

Call (800) 466-5015 for a Free Consultation


Easy 4-Step Process for Severance Help in New Jersey

Step 1.

Call us or email your agreement to

Step 2.

Our New Jersey office will call you to schedule a date and time for the meeting (either in person or by phone). All appointments can be scheduled within 24 hours.

Step 3.

Our New Jersey attorneys will conduct a thorough review of the terms before discussing everything about the severance agreement with you and answering your questions.

Step 4.

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

Severance and Employment Law in New Jersey

Severance agreements are typically provided as part of the termination package and must be negotiated between the employer and employee. It is important that employees understand their rights under New Jersey law when it comes to negotiating these types of agreements. In order to ensure they receive fair compensation, employees should work with an experienced attorney who can help them negotiate a favorable agreement.

How to Calculate Severance in New Jersey

If your employer gives you a severance agreement, it may not be clear what you need to sign. It's recommended that you seek the advice of an experienced employment attorney in New Jersey to review the requirement before accepting it or making changes.


Our attorneys, specializing in severance agreements and based in New Jersey, have significant experience and skills to assist you. They can review and negotiate your severance documents in New Jersey, protecting your rights and ensuring the best possible benefits for you.

New Jersey Severance Package Review & Negotiation

It is important to remember that severance agreements are legally binding documents and should not be signed without careful consideration. Seek out the advice of an experienced attorney in New Jersey to help you understand your rights under the law and make sure that your agreement does not unfairly limit or waive any of those rights.

The following provisions should be included in a severance package:

  • Severance pay: Severance pay is a payment made to an employee upon the termination of their employment. It is generally calculated based on length of employment and salary, which can vary depending on individual circumstances.
  • Medical benefits: In some cases, employers may provide medical benefits as part of their severance packages; these benefits are typically provided in addition to any accrued sick or vacation time that they may be entitled to under New Jersey law.
  • References: Employers may include letters of recommendation or references in the agreement, which can help former employees secure new jobs more quickly. 
  • Dispute resolution: This provision outlines how disputes between employers and employees will be handled if issues arise post-termination. 
  • Confidentiality: A confidentiality clause should also be included in any severance package; this ensures that confidential information shared by either party during the process remains protected from disclosure outside of the company walls.

Your Rights in New Jersey

Employers may try to pressure you into signing a severance package right away, but you are entitled to a period of time to review it and consider your options. You are not obligated to follow the same path as other coworkers, and you have the opportunity to negotiate the terms of the agreement. Our team of New Jersey severance lawyers can examine the details of your offer and give you advice on how to proceed. With our deep understanding of employment law in New Jersey, you can trust that we will help you secure the most advantageous terms in your severance agreement.

Who We Are

At Severance Lawyers, we are a dedicated team of severance lawyers that are nationally regarded for our work. We have extensive experience in negotiating and litigating severance agreements on behalf of employees throughout the country. Our New Jersey office is staffed with knowledgeable attorneys who specialize in employment law and can provide you with personalized advice tailored to your specific needs. With our deep understanding of both state and federal laws regarding employee rights, as well as our experience working with employers to achieve mutually beneficial outcomes, we will help ensure that your best interests are represented during the negotiation process.

Dial (800) 466-5015 to schedule a consultation with a New Jersey severance pay attorney.

Our New Jersey Severance Attorneys Serve the Following Communities

  • Atlantic County
  • Bergen County
  • Burlington County
  • Camden County
  • Cape May County
  • Cumberland County
  • Essex County
  • Gloucester County
  • Hudson County
  • Hunterdon County
  • Mercer County
  • Middlesex County
  • Monmouth County
  • Morris County
  • Ocean County
  • Passaic County
  • Salem County
  • Somerset County
  • Sussex County
  • Union County
  • Warren 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.