Don't sign that severance agreement until someone on your side reads it.

What a severance agreement really is

When you leave a job, your employer may offer a severance package: a payment (and sometimes continued benefits) in return for your signature on a release. That release usually means you promise not to sue the company for anything that happened during your employment — including claims you may not even realize you have, like unpaid wages, discrimination, or retaliation.

Texas employers are generally not required to offer severance at all. So when they do, it's usually because the agreement benefits them. That doesn't make it a bad deal — but it does mean you should understand it before you sign.

What we look for when we review yours

• The scope of the release — exactly which rights you're giving up, and whether it reaches further than it should.
• Claims you may be waiving for free — if you have a real discrimination, retaliation, wage, or wrongful-termination claim, that claim may be worth more than the severance on the table.
• Restrictive covenants — non-compete, non-solicit, and non-disparagement clauses that can follow you into your next job.
• Whether the terms can be improved — severance is often negotiable, especially when there are underlying claims.
• Deadlines and revocation rights — older workers (40+) generally must be given time to consider and revoke under the OWBPA.

Why move quickly

Severance offers almost always come with a deadline — often seven to twenty-one days. A quick review early gives us room to spot problems and, where appropriate, negotiate before that window closes.