Redundancy/Layoff Severance Agreement: Support with Dignity
This Redundancy/Layoff Severance Agreement template is crafted to help employers provide clarity, fairness, and legal precision during staff reductions—fostering a supportive transition for impacted employees while reducing organizational risk.
Key Features:
- Severance & Compensation Terms
Sets out severance pay, payment timing (lump sum or installments), and treatment of unused benefits under enforced structural changes. - Benefits Continuation Options
Clearly defines how health, insurance, vacation, and other accrued benefits are handled post-termination, including COBRA or local-equivalent provisions when applicable. - Property Return & Administrative Wrap-Up
Outlines deadlines and expectations for returning company property and completing administrative tasks, ensuring a seamless exit. - Protection Clauses (Confidentiality & Non-Disparagement)
Includes clear obligations on both parties to maintain confidentiality and respectfully part ways, preserving reputation and legal boundaries. - Legal Release & Mutual Protection
Provides a release of claims in exchange for severance while safeguarding the employer from future disputes—excluding non-waivable statutory rights. - Customizable Legal Framework
Fully adaptable to local jurisdictions and company policy—allowing you to tailor governing law, notice periods, and logistical details with ease.
Why Use This Template?
- Human-Centered Transition: Designed to treat employees with respect and support, helping maintain morale and reputation during tough transitions.
- Legal Compliance: Addresses common legal considerations from severance and benefits to releases and return of property.
- Administrative Clarity: Simplifies your HR process with clear, easy-to-follow provisions and placeholders ready for customization.
- Efficiency & Consistency: Use across departments to ensure equitable treatment and coherent processes during layoffs or restructuring.
How to Use
- Click Download to get your Word or PDF version.
- Customize the placeholders—such as dates, amounts, and local legal references.
- Review with your HR or legal team to ensure compliance with jurisdiction-specific obligations.
- Provide to departing employees with confidence and care.
