lifestyle and culture

With almost a decade of professional experience, I’ve been through it all. I’ve quit, been furloughed, freelanced, and found my way back to full-time work. My friends and colleagues have been through similar journeys, too: One has been laid off every single year for four years straight. Another is building her own freelance business, and another is embracing a period of “funemployment.” With an uncertain job market and the economy on the brink, my friends and I are getting nervous about our financial futures—and we’re not alone.

Money makes the world go ‘round, which is a scary thought when you’re unexpectedly on the job hunt. Unemployment only goes so far (if you qualify for it), and savings can help in emergencies, but nearly 60% of Millennials live paycheck to paycheck. Severance packages, if you get one, are one of the few things that can help make unemployed seasons bearable.

I admittedly didn’t know much about what or how to negotiate for my first job out of college—I certainly never considered discussing severance. Talking about what happens when you leave the company can feel like discussing divorce before you’re married. But I know now that severance discussions can act as a prenup, outlining fair details if anything goes in a different direction.

Based on our experiences between roles, bracing for layoffs, and worrying about the state of pretty much everything, my friends and I have learned that being prepared is more important than ever before. Severance is something we will never leave on the table, and you shouldn’t either. Ahead, I’m sharing everything you should know about severance, and how to negotiate it before you ever need it.

In this article

What is severance?

Severance is compensation that an employer pays to an employee when their employment ends. Contrary to popular belief, this doesn’t just apply to layoffs (more on that below). Severance can include a monetary component like a certain percentage of your salary or what you’re due for unused paid time off, but it might also include things like continued healthcare coverage, stock options, outplacement assistance, skill training, or additional professional services to help you find your next role.

How do I know if I’m eligible for severance?

There are, unfortunately, no federal or state laws in the United States mandating severance payments. Crazy, I know. (Other countries, especially in Europe, are another story.) That said, most organizations make it their policy to offer some form of severance to stay competitive, and there are several situations when severance might come into play. For example, if you’ve been laid off or dismissed or have resigned, you might be eligible for severance depending on your company policy.

Before accepting any new role, check your contract for your company’s specific severance details. If you’re currently employed, you can likely find this info in your employee handbook, too. If you can’t find any details, don’t assume it doesn’t exist for you, but do ask your HR representative about it so you’re informed!

When can I negotiate severance?

Depending on your industry, role, and level of experience, you might be able to negotiate severance before you even begin a new position. In fact, you can (and should!) bring it up during the interview phase as part of regular negotiation discussions, alongside things like salary and PTO time. Even if you aren’t able to customize the details, knowing more about the company’s severance policy can give you an idea of what a future package might include, like how long, if at all, you’ll have healthcare benefits.

“Severance discussions can act as a prenup, outlining fair details if anything goes in a different direction.”

If you can’t negotiate severance at the start of a position (or you never did), it is potentially negotiable when you part ways with an organization. When a severance package is initially shared, consider any additional requests you’d like to make or discussions to have before signing any documents. Is there an opportunity to transfer to another department? Can you swing an extra month of 401k contributions? What about a continued visa sponsorship? These are all more-than-reasonable asks!

What can I negotiate when it comes to severance?

Financial compensation

The largest piece of a severance package often boils down to money. The dollar amount of a severance offer is often based on time with the company and usually includes payout for unused time off, stock value, and unpaid bonuses, commisions, or reimbursements too. Depending on industry, recent performance, tenure, company policy, and reason for departure, you might be able to negotiate other things like a larger payout or different stock options to cover expenses while searching for your next role.

Length and timing of payment

The length and timing of a severance period is just as important as the actual benefits you’re set to receive. Some organizations opt to pay severance on a monthly basis for a predetermined period of time—depending on your package, this could mean a very small amount each pay period instead of one lump sum. Severance packages might offer continued insurance coverage for a set period of time as well. Consider asking to adjust the severance schedule based on what works best for your needs.

Benefits and other perks

When money is on the mind, it can be easy to forget about what else you might be losing, like your benefits. A common issue that people run into is losing healthcare—which can be extremely costly out of pocket. In your negotiation, ask for extended health coverage, or ask for a stipend to cover out-of-pocket healthcare costs. Before this, do some research to understand just how much it will cost you so that you know how much you’ll need. For example, will new health coverage cost you triple what you pay now? Will your prescription costs double?

In addition to this, you can negotiate continued contributions to your 401(k), especially if you’re receiving severance pay over time. Finally, if you have stock options, you can ask for accelerated vesting. If neither are possible, a cash payout is always worth asking for.

Career support

Now that you’re headed on the job hunt, you’ll want all the support you can get, and yes, you can negotiate that too! For example, some employers offer outplacement services, like career coaching, resume writing assistance, or job placement services. Don’t forget to ask for a positive reference letter while you’re at it too.

What should I do if I don’t get severance?

As with all negotiation, the worst answer you can get is no, and unfortunately, that is the case for some people. I’ve been there, and so have many of my friends. When this is the case, it may seem like you have to go straight to the job boards and unemployment office. Of course, you’ll want to do those things, but don’t be so quick to panic—there are more ways you can put yourself in a positive position. For example, ask to stay top of mind for any new roles that might come up within the company, and in the meantime, connect with with your manager and colleagues on LinkedIn. While you’re at it, ask around to see if anyone has any industry connections or job leads that could be helpful for you.

While you search for a new role, use your extra time to upskill or take on freelance work if possible. This can help you earn more money in the future or make some in the meantime too. With all of this being said, keep your head up and look at this as an oppurtunity to advance your career long-term. You never know what door will open up for you next.

ABOUT THE AUTHOR
Jessica Ivetich, Contributing Writer
Jessica is a freelance writer and digital marketer with nearly a decade of brand and agency experience. Contributing to The Everygirl since 2022, she is also a proud Midwesterner, Formula 1 fan, and book lover who’s always looking to learn something new. More

If you haven’t played hooky, have you truly lived? In high school, skipping school for a beach day with friends was all about the thrill of it. We needed a break from school lunches and mundane schedules, and even though it was definitely against the rules, it wasn’t that serious. As adults, the stakes are higher. Playing hooky at work isn’t something employees do for fun, but rather to get the break they so desperately need. With remote work environments, it’s almost too easy to do, particularly on Fridays, when no one is paying attention to whether or not you’re working or just moving your mouse. These unofficial personal days have become so common that they have been dubbed “Sneaky Fridays.”

I feel the need to say that I don’t condone this (my manager is reading this), but I get it. More than ever, employees are busting their asses to keep their jobs. They are working hard to prove that they are worthy of a raise even though budgets are tight. Since teams are lean and many are working hybrid roles (read: doing two to three jobs at once), they are working around the clock to meet deadlines. They are stressed, yet they don’t feel like they can ask for a day off. The only solution? Taking the day off and telling no one.

Obviously, this has its consequences and isn’t the healthiest way to manage stress. But is it the only way to get a break? Is it OK if all your work is done? What does this mean for trust in the workplace? Let’s talk about it.

“Slacking off” on Friday isn’t new

Between casual Fridays, summer Fridays, no-meeting Fridays, and Friday happy hours, enjoying a more laid-back work environment at the end of the week isn’t new. In an office setting especially, you take longer lunches, chat longer at the water cooler, and usually clock out early as a team. Why would you twiddle your thumbs at your desk just to abide by a time clock if your work is done? As a whole, Fridays like these provide a much-needed break, help with team bonding, and keep morale high.

Remote workers are held to completely different productivity standards. There is no excuse for clocking out early—there is no pizza party. But the same question stands: Why would you sit at your desk if your work is done? Where is your break? It’s a double standard that many remote workers don’t want to put up with anymore. So, they have been taking it into their own hands with Sneaky Fridays. Now, there is a difference between your boss saying, “Let’s get out of here early today,” and silently checking out on your own. But being present on a Friday, especially on a Friday afternoon, when office employees are busy letting their hair down, isn’t necessarily fair.

Remote workers are getting smarter about how they use their time

Less-than-productive Fridays aside, traditional 9-5 schedules have been getting pushback for quite some time. They don’t take into account when and how individuals work best, and they leave little to no time for personal responsibilities and appointments. If you’ve spent any amount of time on TikTok, you’ll have seen at least a dozen “My 5-9 before my 9-5” (or the opposite) videos. In a small window of time, they cram in workouts, showers, appointments, reading, laundry, self-care, time with friends, meal-prepping, and more. The only way to keep up, take care of yourself, and nurture your relationships is if you get up before the sun does or stay up late. It’s no wonder why everyone is exhausted by Friday.

With this in mind, remote workers are getting smarter with their time. They are working longer hours Monday through Thursday, and they are using Fridays as the personal day they feel they deserve. According to Elite Recruiter, platforms like Open Table and Zocdoc have seen a spike in Friday activity. The 9-5 grind is tough, and in stressful, busy work environments, employees are doing what they can to manage it all and create time for self-care.

Managing burnout is being prioritized over impressing management

Everyone I know who has gotten laid off in the last few years has been valued in their workplace and deserving of their role. They’ve gone above and beyond, sacrificed their personal life and relationships to prove themselves, and done it all knowing they were being overworked and underpaid. If the most hard-working people we know still can’t keep their jobs, what are we doing busting our asses and making ourselves miserable? Elite recruiter shares that self-care is being prioritized as a result.

A survey done by Visier revealed that 89 percent of employees have experienced burnout, but that 53 percent of women aren’t comfortable talking about it with their managers over fears they’ll seem incapable of doing their job. Employees don’t feel like their jobs are safe, yet they don’t have it in them to hustle harder. On top of all that, they don’t talk about it, which only leads to resentment and communication issues in the workplace. Sneaky Fridays are helping employees bridge the gap between keeping their jobs and not losing their minds.

The “trust gap” is widening as a result

Employers are catching on—fast. With return-to-office mandates, Fridays are becoming mandatory in some workplaces (L’Oreal, we are shocked) to promote “collaboration.” And look, I’m not saying that reasoning isn’t justified (as a remote worker, I’d love more in-person collaboration!), but I think the bigger piece of it has to do with making sure employees are actually working.

This sucks for those who get their work done with no issues at home and those who need the flexibility for a variety of reasons (like childcare, frequent medical appointments, long commutes, or burnout). What’s worse than not being trusted when you’re doing nothing wrong? I can hear everyone saying, “It only takes one person to ruin it for the rest of us,” but at the same time, I get it. Taking an unofficial personal day, even if you feel it’s justified, isn’t exactly allowed, and it will backfire.

This debate is polarizing for managers and employees alike. Multiple commenters on Elite Recruiter’s video are saying, “Let people live!!” while others explain that this has never been possible for them. This varies by industry, but overall, there is a disconnect between who is working and who isn’t on Fridays. So, if you think your return-to-office mandate is coming out of nowhere, think again. Between productivity being down and people quietly sneaking away on Fridays, it’s no wonder we are seeing more people commuting to their cubicles.

So, what should you do?

I know you’re not going to want to hear this, but talking to people about how you are feeling is one of the best ways to get a handle on your work-induced stress. In my experience, we don’t give our managers enough credit; don’t be so quick to assume that admitting your workload is overwhelming will make you look bad. Most often, they will be glad you came to them. The better you feel about your work, the better work you’ll do. In addition to this, it helps to talk to coworkers and friends about how they find work-life balance. Do they use their lunch break to go for a long walk around their neighborhood? Do they have a wind-down ritual after work?

If you feel like your existing role might never feel manageable, why not look around for other jobs? Update your resume and search for jobs with companies that directly promote work-life balance. Maybe they offer wellness perks, or they pay for your health care. All of these things add up to making your work life more doable, so by the time Friday rolls around, you don’t feel the need to sneak away.

ABOUT THE AUTHOR
Hailey Bouche, Associate Editor
As an Associate Editor for The Everygirl, Hailey Bouche oversees, writes, and edits content across various categories on the site. From the pitching stage through publishing, she works alongside the team to ensure that the content that our readers see every day is inspiring, relatable, and timely. More