Severance & non-compete review

The flat fee covers review of your severance agreement or non-compete agreement and a consultation with an attorney to explain the terms, risks, and potential negotiation points. If you need negotiations, revisions, or representation beyond the review, we will confirm the scope and any additional fee before that work begins.

Tell us the exact signing deadline when you contact us. We will confirm availability and the next steps before you proceed. Do not assume that submitting a request extends your deadline or that a same-day review is available.

Usually, there is no general requirement to offer severance in Kentucky or Ohio. A contract, benefit plan, policy, or other legal obligation may change that. Earned wages and other amounts already owed are different from extra severance offered for a release.

A release can waive important existing claims, including some discrimination or wrongful-termination claims. It does not automatically waive every right. Future claims, agency participation, and certain wage or benefit rights have special protections. Tell the attorney about possible claims before signing. If your concerns involve your health or time off, review our guides to FMLA and medical leave rights and disability discrimination and accommodations.

For a typical severance waiver of federal age-discrimination claims by a worker age 40 or older, the law generally requires at least 21 days to consider it, or 45 days for a qualifying group termination program. A seven-day revocation period generally follows signing. These rules do not apply to every agreement, and settlement of an existing charge or lawsuit has different rules.

Sometimes. A qualifying federal age-claim waiver generally gives you seven days to revoke. Other agreements may not provide a cancellation period. Follow the agreement’s notice instructions and seek advice immediately; do not assume you can undo any signed agreement.

Potentially. Payment, benefit contributions, restrictive covenants, references, or other terms may be open to discussion. The employer does not have to accept a change. Whether a request or counteroffer affects the existing offer depends on the wording and applicable law, including special age-waiver rules. Review the strategy before responding.

It can. Eligibility and the treatment of severance depend on state rules, how the payment is structured, and the circumstances of separation. An employer’s promise not to contest benefits does not bind the state agency. Review the agreement and report payments accurately when applying.

Do not assume your agreement is invalid. The FTC’s broad Noncompete Rule is not in effect and is not enforceable. State law, the agreement’s wording, and other applicable restrictions still matter. Check the FTC’s current rule status.

It may restrict particular work, customers, locations, or a period of time. We compare the actual language with your planned role and the law that applies. A restriction can be challenged, but ignoring it can lead to a demand letter or a request for a court order. Review it before making commitments.

A non-compete limits certain competitive work. A non-solicitation clause usually limits approaching specified customers or recruiting coworkers. Confidentiality clauses address information. The label is less important than what the actual wording prohibits.

No. Both require a careful review of the restriction and the applicable law, but rules about consideration—the value exchanged for the promise—and enforcement can differ. Courts may examine the employer’s legitimate interest, duration, restricted activities, geography, hardship, and public interests. A choice-of-law clause also matters.

Not every restriction is enforceable. A release cannot prohibit filing an EEOC charge or participating in its process. Other protected reports and employee activities may also be protected by law. Review the exact clause and any exceptions instead of assuming it requires silence or can be ignored.

Have the complete agreement, attachments, signing deadline, and any earlier employment or restrictive-covenant agreement ready. Include the offer email and your main concerns. After we confirm next steps, follow our instructions for providing the documents.

Contact us promptly and explain what you signed, when you signed it, and any deadline or threatened court action. Some rights may remain, but your options can be narrower. We will confirm whether the flat-fee review fits your situation or whether different representation is needed.