Severance Agreement Lawyer in Silver Spring

Protect Your Rights Before You Sign A Severance Package

When an employer hands you a severance agreement, you are being asked to make important legal decisions at a difficult moment. That document often asks you to give up potential claims and accept limits on your future work in exchange for a payment and other benefits. If you need a severance agreement attorney whom Silver Spring employees can trust to explain what is really in front of you, Emejuru Law is here to help.

We work with employees and professionals who have been laid off, terminated, or encouraged to resign, and who want to understand the consequences of signing. Our attorney has spent more than a decade in employment, consumer, and civil rights litigation, including significant cases in federal court. We bring that experience to your severance review, so you can make an informed choice about your next step.

From our office in Silver Spring, we serve individuals across Maryland and Washington, D.C. If you are facing a deadline to sign or reject a severance package, we encourage you to reach out so we can discuss your options and the protections that matter most to you.

Rely on the expertise of a skilled severance attorney in Silver Spring. Contact us or call (240) 607-5552 now to arrange your consultation without delay.

Why Employees Turn To Emejuru Law For Severance Agreements

When your job ends, you need more than a quick contract review. You need someone who understands how severance agreements intersect with your rights under employment and civil rights laws. At Emejuru Law, we focus on protecting individuals, not employers, in complex legal matters that often include discrimination, harassment, retaliation, and wage issues.

Our attorney, Ikechukwu Emejuru, has more than 10 years of experience handling employment, consumer, and civil rights cases. That work has included significant matters in federal court and class actions against major corporations. This background gives us insight into how employers structure severance agreements and how they may respond when an employee raises legal concerns about a termination.

We understand that every client comes to us with a different story. Some are long-term employees who have never faced job loss before. Others work in competitive industries where non-compete or non-solicitation clauses can close doors for years. We take the time to listen to your history with your employer, your performance record, and any prior complaints you have raised, so our advice reflects your reality, not a generic checklist.

When an employer knows that you have a severance agreements law firm that Silver Spring employees trust behind you, and that your lawyer has real litigation experience, the conversation can change. Our goal is not to create conflict for its own sake. Our goal is to give you a clear view of your leverage and to help you weigh whether negotiation, acceptance, or further legal action makes the most sense for you.

What To Do When You Receive A Severance Agreement

Receiving a severance packet can feel like a final decision that you must accept on the spot. In reality, you often have time to understand the document and decide how to respond. While every situation is different, there are several practical steps you can take to protect yourself before you sign anything.

Give Yourself Time To Consider The Agreement

First, resist the pressure to sign immediately. Employers sometimes present a severance package as a limited-time offer. Many agreements include a specific number of days to consider the terms, and in some cases, such as certain age-related layoffs, federal law typically requires a minimum consideration period and a short period to revoke your acceptance after signing. It is important to note these dates so you know how much time you have to seek advice.

Gather Employment Documents and Records

Second, gather information about your employment history. This can include offer letters, employment contracts, performance evaluations, emails about your work, and any complaints you may have made to human resources about discrimination, harassment, or retaliation. These details help a severance attorney understand what potential claims you might be asked to release.

Third, keep copies of everything your employer gives you related to your termination. That may include the severance agreement itself, any cover letters or emails, and any exit interview documents. The language in these materials can provide context for why the company is offering certain terms and how they view the end of your employment.

Turn to a Severance Agreements Law Firm in Silver Spring Before You Decide

Finally, schedule a consultation with an attorney as soon as you can. The sooner we review your agreement and background, the more time we have to discuss your options, answer your questions, and, when appropriate, help you consider possible changes to the terms. Even if you ultimately choose to sign the agreement as written, you deserve to understand exactly what you are agreeing to give and receive.

Key Severance Agreement Terms You Should Understand

Severance agreements are often written in dense legal language that can feel intimidating. Behind that language are specific commitments that affect your legal rights, your finances, and your future employment. We work to break these terms into plain English so you can see how they fit your situation.

Release Of Claims

Most severance agreements include a release of claims. In simple terms, a release means you agree not to sue the company for matters covered by the document, which can include discrimination, harassment, retaliation, wage issues, and other legal claims based on your employment. Whether the release is broad or narrow, and which laws it references, can influence the value of what you are giving up compared to what the employer is paying.

Restrictive Covenants and Confidentiality

Many agreements also include restrictive covenants. These provisions can involve non-compete clauses that restrict where you can work for a period of time, non-solicitation clauses that limit your ability to contact former coworkers or clients, and confidentiality clauses that restrict what you can say about company information. In a regional job market that includes Silver Spring, Maryland, and Washington, D.C., even a short restriction can have practical consequences for finding comparable work.

Non Disparagement and References

Another common set of terms deals with what you can say about your former employer, and what they can say about you. Non-disparagement clauses typically limit negative statements about the company and its employees. Reference or neutral reference clauses may address what the company will say if a future employer calls. These sections can affect your ability to tell your story and your comfort level with how you will be presented to potential employers.

Pay and Benefits After Separation

Severance packages often address benefits and compensation issues beyond a lump sum payment. Agreements may discuss continued salary for a set period, payment of unused vacation time, treatment of bonuses or commissions, and health insurance coverage, including whether the employer will contribute toward COBRA premiums. If you have equity, stock options, or other incentive compensation, the agreement might also address what happens to those interests after your termination.

Because no two careers are identical, it is important to view each clause in light of your particular role, industry, and plans for the future. We work with you to connect the words on the page to real-world outcomes, so you understand how the agreement may affect the next chapter of your professional life.

Is Your Severance Offer Fair and Negotiable?

One of the most common questions we hear is whether an employer's offer is fair. There is rarely a single formula that applies to every situation. Instead, fairness often depends on a mix of your work history, the circumstances of your termination, and the strength of any potential legal claims.

Factors That Affect Severance Value

Factors that can influence the size and structure of a severance package include your length of service, your position and level of responsibility, your compensation, and how the company has treated other employees in similar situations. If your termination followed a reorganization or reduction in force, the analysis may look different than if you were the only employee selected for termination after raising concerns about discrimination or unlawful practices.

Potential legal claims also matter. If you have experienced discrimination based on race, gender, disability, age, or another protected characteristic, or if you believe you were terminated in retaliation for reporting misconduct, those facts can affect the leverage you have when considering or discussing severance. As a severance agreement lawyer Silver Spring employees can turn to for help with employment and civil rights issues, we pay close attention to these details when we review your documents and history.

When Negotiation May Make Sense

Negotiation is sometimes possible, although outcomes vary. Common areas for discussion include the total amount of severance pay, the timing of payments, the length and scope of non-compete clauses, the wording of non-disparagement and reference provisions, and the handling of bonuses or other benefits. Some employers are open to adjustments, while others maintain firm positions.

Ultimately, the decision to accept, decline, or seek changes to a severance agreement belongs to you. Our role is to help you understand your rights, identify potential risks and opportunities, and talk through how different choices might affect your finances, your legal options, and your future career plans. We strive to provide clear, balanced advice so you can choose a path that fits your priorities and comfort level.

How We Help With Severance Agreements In The Silver Spring Area

Working with a firm that understands your community and the regional employment landscape can make a difference when you are evaluating a severance offer. From our office in Silver Spring, we serve employees throughout Maryland and Washington D.C., including people who work for local organizations and national employers with offices here.

Our Approach To Reviewing Your Agreement

When you contact us about a severance agreement, our process starts with listening. We want to know how long you have worked for the employer, what your role has been, how your performance has been evaluated, and what events led up to your termination. If you have raised concerns about discrimination, harassment, pay practices, or other workplace issues, we discuss those experiences carefully, because they can be central to the rights you may be asked to release.

We then review the severance document itself, along with any related employment contracts, handbooks, or policies you can provide. Our attorney considers how the terms interact with Maryland and federal employment laws and, where relevant, how a court might approach certain issues if a dispute were to proceed beyond negotiation.

Clear Guidance and Timely Communication

After that review, we schedule a time to walk through the agreement with you in plain language. We outline what you would receive, what you would be giving up, and how key clauses, such as restrictive covenants or confidentiality provisions, might operate in your specific field. If there are areas that might be appropriate to raise with the employer, we discuss potential approaches and the pros and cons of each option.

Throughout this process, we work to be responsive, especially when deadlines are approaching. While we cannot promise a particular timeline for every matter, we understand that severance reviews often require prompt attention. Our aim is to combine careful analysis with clear communication, so you know where things stand and what choices you have at each stage.

Clients who contact a severance lawyer whom Silver Spring employees know often tell us that having an experienced advocate review the agreement brings peace of mind, whether they ultimately sign as written or pursue other paths. Our commitment is to treat your situation with respect, care, and the seriousness it deserves.

Connect with an experienced severance agreements attorney in Silver Spring without delay. Submit an online form to get started.

Frequently Asked Questions

Should I Sign My Severance Agreement Before Talking To A Lawyer?

It is usually wise to speak with an attorney before you sign a severance agreement. Once you sign, you may be giving up important legal rights and limiting your ability to challenge the circumstances of your termination. Many agreements provide at least some time to consider the offer and, in certain age-related situations, a revocation period after signing, so there is often an opportunity to seek advice.

When we review a severance package, we look at the specific terms, your employment history, and any potential claims you might be releasing. We then explain, in straightforward language, what the agreement does and does not cover. This gives you a clearer picture of whether the offer matches the rights you are being asked to waive. Even if you choose to sign without seeking changes, you will have the benefit of understanding your decision.

Can You Help Me Negotiate For A Better Severance Package?

In some situations, we can work with you to pursue changes to a severance package. Whether negotiation is realistic, and how far it should go, depends on factors such as the strength of potential legal claims, your role within the company, the company's past practices, and your goals and risk tolerance. Some employers are willing to adjust payment amounts, payment schedules, restrictive covenants, or language about references and non-disparagement.

Our approach begins with a careful review of the agreement and the facts surrounding your termination. We discuss possible areas to address and the different ways an employer might respond. Then, if you decide to move forward, we help you consider how to raise your concerns, whether through our communication with the employer or by equipping you to have that conversation. We are transparent about the fact that outcomes vary, and we focus on helping you make a thoughtful choice rather than promising any particular result.

What Kinds Of Rights Am I Waiving If I Sign This Agreement?

Most severance agreements ask you to waive or release legal claims that you may have against your employer. These can include claims based on discrimination, harassment, retaliation, unpaid wages or overtime, and other employment-related rights under federal or state law. The scope of the release often extends not only to claims you already know about, but also to claims you might discover later, as long as they are based on events before you sign.

When we review your agreement, we identify which laws are mentioned and how broad the release language is. We also talk with you about any events that raise concerns, such as being treated differently from coworkers, reporting misconduct, or experiencing unwanted conduct at work. Our goal is to help you understand what you would be giving up if you sign, and to weigh that against what the employer is offering in return.

How Quickly Can Your Firm Review My Severance Agreement?

We understand that severance agreements typically come with deadlines and that you may feel pressed for time. When you contact us, we ask about your signing and revocation dates so we can assess how quickly a review may be completed. Our firm strives to accommodate time-sensitive matters whenever possible, but the exact timing will depend on the length and complexity of the agreement and our existing commitments.

Once we agree on a review, we work to move efficiently. That usually involves obtaining your agreement and any related documents, discussing your employment background, and then setting a time to go through our analysis and your options. We aim to balance prompt attention with the careful, thoughtful review that an agreement affecting your rights deserves.

Will Hiring A Lawyer Make My Former Employer Angry Or Withdraw The Offer?

Many employers expect that employees will seek legal advice about a severance agreement, especially for higher-level roles or in situations that may involve sensitive issues. In practice, it is not unusual for employees to consult a lawyer, and, in many cases, the employer continues with discussions even after learning that counsel is involved. That said, employers control their own responses, and there is always some possibility that an employer may decide not to modify an offer or, in rare cases, to withdraw it.

When we discuss your situation, we talk honestly about these possibilities and about the tone and strategy that may be most constructive. We aim to address your concerns in a professional, measured way that respects your interests and acknowledges the employer's role. Our goal is to help you weigh the potential benefits of legal review and negotiation against any perceived risks, so you can make a decision that feels right for you.

Do You Handle Severance Agreements For Employees Outside Silver Spring?

Yes, our firm assists employees who live or work throughout Maryland and Washington D.C., including those who commute into the District or work for employers based elsewhere. While we are located in the Silver Spring area, we regularly engage with matters that involve regional and national employers operating in this part of the country. What often matters most is where you worked and which federal and state laws apply to your employment.

When you contact us, we consider your specific circumstances, including the locations involved in your work and the agreement. We then advise you based on the relevant legal framework and the practical realities of your industry and job market. Our familiarity with courts and agencies that serve Maryland and D.C. helps us frame your options in a way that fits this region.

What Should I Bring To Our Meeting About My Severance Agreement?

Bringing the right documents to our discussion can make your review more productive. At a minimum, it is helpful to provide the full severance agreement, including all pages and any attachments. If you have an employment contract, offer letter, or significant amendments to your terms of employment, those materials can also be important.

Performance evaluations, written warnings, bonus or commission plans, and relevant emails with supervisors or human resources can provide context about how your employment evolved and how your termination occurred. If you have filed internal complaints or raised concerns about discrimination, harassment, pay practices, or other issues, any written records of those events are especially useful. With this information, we can better assess your potential claims, the rights you are being asked to release, and the practical implications of the terms offered.

To discuss your matter with a severance lawyer in Silver Spring from our firm, call (240) 607-5552.