Severance Agreement Attorney in Boston, MA
Your employer just handed you a severance agreement and you have 21 days to sign. Maybe the number looks reasonable. Maybe you’re not sure what you’re giving up. Maybe you suspect you were let go for an illegal reason and you’re wondering whether accepting this money means giving up the right to find out. All three of those instincts are worth acting on before you sign anything. A severance agreement is not a formality; it is a permanent waiver of your legal rights against your employer in exchange for money. Boston employers, particularly those in financial services, biotech, and tech, are sophisticated, and their separation agreements are drafted by experienced employment counsel. You deserve the same. Whitney Law Group reviews severance packages for Boston-area employees and executives and negotiates improved terms in the majority of cases. Schedule a consultation before the clock runs out.
Why Boston Employees and Executives Choose Whitney Law Group
Mark Whitney spent decades representing major Boston employers in employment disputes before founding WLG, which means he has seen, drafted, and stress-tested more separation agreements than most employee-side attorneys ever will. He knows what your employer’s counsel included, what they left out, and what they expect you to miss.
Whitney Law Group has reviewed and negotiated severance packages for Boston professionals across financial services, healthcare, technology, higher education, and law. The firm represents both executives negotiating multi-million-dollar separation packages and employees navigating standard RIF agreements. Whether you need a same-day review or a multi-week negotiation, the process starts with a candid assessment of what you have, what you may have given up, and what can realistically be improved. Located at 201 Washington Street, Financial District. AV Preeminent rated. 2025 Massachusetts Super Lawyer.
What Severance Agreement Representation Includes in Boston
- Pre-signing review: Evaluating enforceability and negotiating narrower terms before you sign
- Post-signing analysis: Assessing whether your agreement complies with Massachusetts’ 2018 Non-Compete Reform Act
- Buyout negotiation: Structuring a payment to the former employer to release the restriction
- Demand letter response: Drafting a legal response to cease-and-desist and injunction threats
- Emergency injunction defense: Appearing in Suffolk Superior Court or federal court on short notice
- Employer-side enforcement: Pursuing departing employees who have taken clients, confidential data, or key personnel
Client Reviews: Severance Agreements
FAQ: Severance Agreements in Boston
Q: My employer said I have to sign within 21 days. Is that really a hard deadline?
The 21-day period comes from federal law (the Older Workers Benefit Protection Act) and applies specifically to employees 40 and older waiving ADEA (age discrimination) claims. If you’re under 40, your employer can legally impose a shorter deadline, though many use 21 days as a standard practice. The 21-day period is not negotiable downward by the employer, but you are free to sign earlier. Important: even after signing, employees 40+ have a 7-day revocation period during which they can rescind the agreement. Whitney Law Group can complete most severance reviews well within the 21-day window.
Q: My severance agreement includes a non-compete. Can I negotiate to remove it?
Yes, and you should try. Non-compete provisions in severance agreements occupy a legal grey zone in Massachusetts. The 2018 Non-Compete Reform Act does not explicitly cover agreements signed at separation (as opposed to at the start of employment), meaning courts apply a general reasonableness standard rather than the Reform Act’s specific requirements. That said, many Boston employers will negotiate the scope, duration, or geography of a non-compete in exchange for a smoother separation. Whitney Law Group negotiates non-compete carve-outs and buyouts in severance contexts regularly and will tell you candidly what is achievable in your situation.
Q: I think I was let go for an illegal reason. Should I still negotiate the severance, or should I file a claim?
These are not mutually exclusive, but the sequencing matters and the strategy depends on the strength of your claim, the size of the severance, and your goals. In some cases the existence of a legal claim gives you significant leverage to negotiate a substantially larger package without filing anything. In others, the severance is inadequate relative to the claim value and litigation is the better path. This assessment of valuing your legal claims and comparing them to the offered severance is exactly what a Whitney Law Group intake is designed to do. Don’t sign anything before having that conversation.