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Utah Severance Lawyers

Utah Severance and Employment Attorneys

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


Easy 4-Step Process for Severance Package Review in Utah

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 Utah severance attorney will conduct a thorough review of the agreement before discussing it carefully with you and answering your questions.

Step 4.

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

In Utah, an employee-employer agreement is a legally binding contract that outlines the terms of employment including salary, benefits, termination, and severance packages. According to Utah law, employers are permitted to offer packages as part of their employee policies in order to minimize legal liabilities. Generally speaking, employers must provide former employees with a written notice of the terms and conditions of their severance package before its acceptance by either party. 

Employees may want to consider consulting with a qualified attorney before signing any agreement presented by an employer for review and consideration. A qualified attorney can provide valuable insight into the terms of the agreement and help ensure that an employee’s rights are protected. Attorneys can also assess if the offered amount is reasonable compared to similar agreements or industry standards. Furthermore, an attorney can assist in negotiating better financial compensation or other benefits via a compromise between parties. This could be particularly beneficial when it comes to negotiating for higher severance pay or extended health insurance coverage.

What Should Be Included in Severance Agreements?

Severance agreements vary depending on the employer and the industry, but all should include certain key provisions. These may include any or all of the following elements: severance pay, medical benefits, references, dispute resolution measures, and confidentiality clauses. 

Learn more about each of these provisions here:

  • Severance pay – Depending on their tenure with the company and other factors such as location and employment laws in a given state, employers are often obligated to provide employees with a sum of money called “severance pay” upon termination. 
  • Medical benefits – Employers also must ensure that former employees remain covered by health insurance for at least some period after leaving the company. This can be done through extending current coverage plans or offering alternative options for continued care instead of traditional health insurance plans. 
  • References – A reference from a previous employer is important when applying for new positions; many employers will offer positive references if requested before agreeing to terms outlined within severance agreements. 
  • Dispute resolution – In cases where disputes arise between parties involved in severance negotiations it is beneficial to have built-in measures put into place via dispute resolution clauses in order to protect both parties. 
  • Confidentiality – State and federal laws require that information shared between employers and employees remain confidential in certain cases. Agreements should reflect this by including confidentiality clauses to ensure that all sensitive information is not shared outside the arrangement. 

How to Calculate Severance in Utah

In Utah, calculating severance pay can be a complicated process. Severance is typically based on the length of employment, the type of position held, and special circumstances, such as age or disability. While employers may offer a standard package, it's important to understand the details of your agreement and how it will affect your financial future. As each situation is unique, seeking legal advice from an experienced Utah severance attorney can ensure you understand all of the terms involved in any severance package offered by your employer. 

A qualified attorney can help you calculate the amount of compensation you are entitled to receive upon termination, advise on changes and revisions that could improve the terms of the proposed agreement, and negotiate with your employer for better financial compensation or other benefits as part of a compromise between parties. Knowing these details before signing any severance agreement can help protect your rights during what can be an emotional and confusing time.

Utah Severance Review & Negotiation

If you receive a severance agreement from your employer in Utah, it can be difficult to understand its contents. To avoid agreeing to something you may regret later, it is recommended to have an experienced Utah employment lawyer review the agreement first. Our Utah severance lawyers have the expertise and knowledge to assist you in reviewing and negotiating your severance documents, safeguarding your rights, and securing the best possible outcome for you. We have received several awards and accolades from our peers and have been included in several lists as some of the best employment lawyers. 

Your Rights in Utah

Employers may try to make you sign a severance package immediately, but you have the right to take some time to review it before making a decision. You are not obligated to accept the same offer as other employees, and you can even try to negotiate the terms. Our team of Utah employment attorneys can thoroughly examine your offer and offer guidance on the next steps. With our years of experience in Utah employment law, you can trust us to help you secure the best possible outcome from your severance agreement.

Who We Are

At Severance Lawyers, we have more than a decade of experience examining and discussing severance agreements. We are pleased to announce that we have been included in the Super Lawyers List for Employment Law, as well as the Super Lawyers Rising Stars for Employment Law. Our competent Utah-based team provides specialized services for Illinois severance agreement guidelines and severance pay so that you get all the benefits you are lawfully entitled to.

We offer a 24-hour response to initial inquiries. Our goal is for you to understand your agreement completely so you can either negotiate with your employer directly or retain a Severance Lawyer to negotiate on your behalf. You have the right to review your agreement and ask questions. Don’t delay. 

Speak to a qualified Utah Severance Pay Lawyer by calling (800) 466-5015 today.

Our Utah Severance Attorneys Serve the Following Communities

  • Salt Lake County 
  • Utah County 
  • Davis County 
  • Weber County 
  • Washington County 
  • Cache County 
  • Tooele County 
  • Box Elder County 
  • Iron County 
  • Summit County 
  • Uintah County 
  • Sanpete County 
  • Wasatch County 
  • Sevier County 
  • Carbon County 
  • Duchesne County 
  • San Juan County 
  • Millard County 
  • Emery County 
  • Juab County 
  • Grand County 
  • Morgan County 
  • Kane County 
  • Beaver County 
  • Garfield County 
  • Wayne County 
  • Rich County 
  • Pie County 
  • Daggett 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.