Free AI severance assessment
Tell us about your job and the offer in front of you. You will get a clear read on whether the package looks weak, fair, or strong, how much it is actually worth once benefits are counted, which factors drove that result, and what is most likely worth asking for.
No credit card. Your answers are not sold, and your agreement is never made public. Read the privacy policy.
- A plain-English explanation of why the offer landed where it did
- The estimated total value of the package, not just the cash
- The factors working in your favour, and the ones working against you
- Anything in your answers that may deserve a closer look
- An item-by-item view of what tends to be negotiable
- A suggested opening request and a realistic target range
- A professional negotiation letter you can edit and send
What you will be asked
Roughly twenty questions across five short steps. Questions that do not apply to your situation are skipped automatically.
Your job
State, industry, employer size, job title and level, base salary, bonus and commission, equity, start and end dates, and years of service.
How it ended
The reason you were given, whether others were let go, whether the role is being filled again, your recent performance record, and any prior discipline.
The package
Cash and how it is paid, COBRA, PTO, bonus and equity treatment, the provisions the agreement asks you to accept, and your signing deadline.
Have the agreement in front of you if you can
You do not need it to complete the assessment, and estimates are fine. But the signing deadline, the release language, and the restrictive covenants are usually only stated precisely in the document, and they carry real weight in the result.
How the assessment actually works
We would rather explain the method than ask you to trust a black box with your employment history.
Your answers
Structured inputs, not free text. Every result traces back to something you told us.
Deterministic maths
Weekly pay, severance weeks, package value, and weeks per year of service are computed, not guessed.
A documented factor set
Tenure, level, termination reason, performance record, and agreement terms are weighed against a defined rule set, so similar situations get similar answers.
AI explanation
Claude interprets that grounded picture and writes the recommendation and reasoning in language you can act on.
The recommendation is AI-generated, and we say so plainly. It is not produced by an unrestricted chatbot improvising from a prompt: the arithmetic is fixed, the factors are defined in advance, and the model works from confirmed facts rather than from raw document text. That design exists to make results consistent and reviewable, not to imply a precision that does not exist. It remains an informational assessment of how your offer compares to common practice. It is not a legal opinion, and it is not a promise about what will happen if you negotiate.
Frequently asked questions
Is it really free?
Yes. The assessment, the result, the explanation, and the negotiation letter are free. No card, and no trial that quietly becomes a charge. We are building this to become the place people go when a severance offer lands, and that only works if the first useful thing is not behind a paywall.
Do I have to create an account?
Not to start. You can answer every question anonymously. Before the full written result, you will be asked for an email address so a copy can be sent to you and so you can return to it later, which matters because severance deadlines are short and people rarely make this decision in one sitting.
Is this legal advice?
No. Severance.help is not a law firm, no attorney-client relationship is created, and nothing here is legal advice. The assessment evaluates how your offer compares to common practice. It will not tell you that your employer broke the law or that you have a claim. When your answers describe circumstances that genuinely deserve a lawyer’s eye, such as a termination that closely followed a complaint, a protected leave, or an accommodation request, the result says the circumstance may warrant review rather than ruling on it.
What happens to my information?
It is encrypted in transit and at rest, and it is never sold. Your individual assessment is private to you and is not indexed by search engines. Over time, aggregated and anonymized data from many assessments is used to build severance benchmarks, which is what will eventually let the tool tell you how your offer compares to real reported offers rather than to general practice. That aggregation uses minimum group sizes so no individual situation is identifiable. The privacy policy sets out the detail, including how to delete your data.
Will it tell me a specific number I should ask for?
It gives you a suggested opening request and a realistic target range, with the reasoning behind both. It does not present those as guarantees or dress them up with false precision. Anyone quoting you an exact probability of getting more money is inventing it.
My deadline is in two days. Is it worth doing?
Yes, and the sooner the better. Four minutes now leaves you time to actually use the answer. Also worth knowing: if you are 40 or older and the agreement asks you to release age discrimination claims, federal law generally requires that you be given at least 21 days to consider it, and 45 days in a group layoff, plus 7 days to revoke after signing. If your deadline is shorter than that, read what to check before you sign.