Notice & Severance Estimator — United States

No. Unlike Canada and the UK, US employment is generally at-will, meaning either party can end the relationship at any time, with or without notice or cause. There is no common-law right to reasonable notice or pay in lieu. The main exception for advance notice is the federal WARN Act for large mass layoffs.

Not automatically. Severance is only owed if promised in an employment contract, an employee handbook or policy, a collective bargaining agreement, or an ERISA severance plan. Otherwise, severance is discretionary and typically offered in exchange for a signed release of legal claims.

Key exceptions: (1) an express or implied contract limiting termination; (2) public-policy exceptions (you cannot be fired for refusing to break the law, whistleblowing, or exercising a legal right); (3) anti-discrimination and retaliation laws (Title VII, ADA, ADEA); and (4) the implied covenant of good faith in a minority of states.

Common negotiated severance ranges from one to four weeks of pay per year of service, though executives often negotiate more through contracts. Consider also continued benefits (COBRA subsidy), outplacement services, and the scope of the release you are asked to sign before accepting an offer.