I'm in the midst of interviews for a new job after being laid off.

31 Comments

1. AmyApril 2,2023 at 12:14PM UTC

   I would say negotiate vacation time, if you use your phone and internet for work reimbursement for that are big ones I negotiated into my total compensation.

   when you are offered severance you are able to negotiate at that point but I have not had anyone try to add it into their compensation. I would love to hear if others do this?

2. Laura MamaevApril 2,2023 at 6:10PM UTC

   I tried negotiating my severance when it happened with my last company (even just wanting an extra week to tie things up since I was out with COVID when I was informed) and was shut down HARD. I was also made to feel like 'how dare you even try' when I brought it up with HR. But thank you for the insight

3. AmyApril 3,2023 at 6:30PM UTC

   Typically severance pay is the amount you are paid once they let you go. If they kept you on for two weeks that is just giving you notice. Severance would be if they said today is your last day but you will be paid for X amount of weeks and it is typically paid in a lump sum in your final check.

4. Joan Williams, Senior Talent Acquisition SpecialistApril 5,2023 at 1:21AM UTC

   In the U.S., severance is not mandatory and many companies do not pay it. You can try to negotiate severance - I mean, what are they going to do? fire you? - but typically they have a policy/formula that they've already worked out (ie - 2 weeks pay for every year worked there). They are under no obligation to negotiate. Some times the company is running out of money and there's no money to negotiate with.

5. Reb562April 2,2023 at 1:35PM UTC

   It depends on the position. The higher the role, the more you can ask for.

6. Nancy WilliamsApril 2,2023 at 1:37PM UTC

   I would negotiate vacation. Personally, I think if you try to negotiate severance it may signal a red flag to the employer.

7. Crystal HowellApril 2,2023 at 2:01PM UTC

   PTO is negotiable when and how much time you can take, is there a bonus factor, is remote working or hybrid allowed?

   Good Luck, salary is number 1, don't be shy, you know your worth! Look up https://www.salary.com

8. AnonymousApril 2,2023 at 2:08PM UTC

   I am in recruiting so I look at this from a different perspective.

   The closing process starts with the first phone call with any potential candidate who is selected to go through the interview process. There should be no surprises at the offer stage on both sides. I have always worked for large global organizations so there are certain perks that could never be negotiated such as PTO/vacation or any type of reimbursement that goes outside of company policy because the organization wants to ensure that everyone is treated fairly. Imagine the morale of your potential future colleagues who find out about your special perks that they do not have. I am always baffled by a candidate who negotiates more money after we had a very detailed conversation about their expectations prior to going through a robust offer approval process which I do inform them about the various high level leaders within the firm that need to approve any potential offer. So when a candidate pulls this at the end, there is normally only compensation to negotiate and they need to explain why their salary expectations changed within 3 business days since our last call to go over salary expectations since all the leaders involved in round 1 of the offer approval is involved in round 2 of offer approvals and will ask why they changed their salary expectations in the last few days. This marketplace is flooded with quality candidates. Be prepared for companies to stand firm on a robust and solid offer package especially if the recruiter handled the closing process properly. Just wanted to give a different perspective and a very real perspective of what can be negotiated. Best of luck with the offer negotiation for when you do eventually get an offer letter in hand. Btw…never suggest or bring up that you want to negotiate a severance package to join a new organization. That would not make you look good at all and that will get back to your potential new Manager that you even brought that up. Red flag.

9. Laura MamaevApril 2,2023 at 6:07PM UTC

   Thanks so much for this perspective. I have been open about my salary number from the beginning, and I do not plan on having to bring this up at the end (unless they offer me less than I stated). I am wondering about the severance from the perspective of someone who was just laid off. I was completely blindsided by my company when given only 2 weeks notice (while I was technically out on covid leave I might add).

10. AnonymousApril 2,2023 at 6:45PM UTC

    Severance is not an option in negotiating an offer. I would work on building an emergency fund of at least 6 months of living expenses after you get your next position. Best of luck in your job search.

11. Joan Williams, Senior Talent Acquisition SpecialistApril 5,2023 at 1:26AM UTC

    Unless you work in a union environment or are a very senior executive with an employment contract, pretty much anyone can be let go at any time.

    Larger companies have to comply with the WARN Act:

    "Protects workers, their families and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs."

    Some states like CA have their own WARN laws.

12. Erica MitchellApril 3,2023 at 1:16PM UTC

    You should keep things like PTO, health benefits, 401K in mind. All of those thing are part of the package.

13. AnonymousApril 3,2023 at 1:45PM UTC

    Long time HR person. When I invite people to interview I send them a summary of the salary and benefits for the position. I operate from a "no surprises" perspective. So if our $ is less than what someone wants, why waste everyone's time going through the motions? And agree on the issue of severance. That's a red flag for sure. Admittedly, there are some positions, usually at the very executive level that may have those arrangements included (and probably a contract too), but otherwise, severance shouldn't enter in the equation. Good luck, hope your offer is mind-blowingly great!

14. AnonymousApril 3,2023 at 3:14PM UTC

    Ask about the cost to you of benefits that you need; they'll impact what you're bringing home for money. If they can't tell you what the costs will be, I'd be concerned.

    I encourage negotiation on vacation for people who have experience. But I'm at a small company with leeway there.

    Best of luck!

15. AnonymousApril 3,2023 at 5:33PM UTC

    Determine what is important to you from the beginning. What are you looking for? Items to consider (and what I've actually seen): salary and time off are the two biggest. I've actually seen an employee successfully negotiate a better STD plan than what the rest of us were offered (I believe she was brought in as a VP and she had an eye towards expanding her family when she negotiated that). Financial assistance with ongoing education (if there is not already a tuition assistance program in place) or certification. Work schedule (including hybrid or fully remote as appropriate). If you have a couple of offers you are comparing, use that as leverage as applicable.

    Decide what is your hill to decide on now. What you are absolutely not willing to accept less or a no on.

16. AnonymousApril 3,2023 at 5:34PM UTC

    Also, don't include severance in the negotiations (unless you are looking to be hired as an officer of the company or whatever), but do keep in mind, severance packages can be negotiated.

17. AnonymousApril 3,2023 at 5:38PM UTC

    And one more: any type of sign-on bonus typically comes with a claw back. If you are offered a sign-on bonus, ask whether it could just be added to the base.

18. Laura MamaevApril 3,2023 at 6:01PM UTC

    What do you mean by claw back?

19. AnonymousApril 3,2023 at 6:05PM UTC

    A requirement to pay back the bonus if you leave (typically voluntarily) within a certain period of time (like one year).

20. AnonymousApril 3,2023 at 5:54PM UTC

    YES! Always ask their exit policy. This will help you plan, and show them that you think of everything.

21. AnonymousApril 3,2023 at 9:27PM UTC

    Severance is at the discretion of the company at the time if yiur release from their employ.

    This should not be part of your negotiation. If tge company has a policy fir awarding Severance they will make tgat known at the necessary time.

22. Annetta MosesApril 4,2023 at 1:51AM UTC

    Think about the compensation and benefits packages you have had and decide what you liked and didn’t like. This is the starting point for what you can negotiate. Be mindful of when you are negotiating what is common for the market for the industry for your function. Also attempt to have similar or better at the last company you work at. Items for consideration:

    1) salary, 2) bonus base on performance,3)vacation, 4)attending professional conferences or training, 5) membership dues to professional organizations, 6) work hours and location

    Good luck!

23. CYNDI ALLENApril 4,2023 at 12:23PM UTC

    Look at the total package. Salary isn't everything. Paid days off? Holidays? I went from a company that recognized 11 paid holidays to a company that only recognized 4. Total bummer. Insurance premiums and deductibles are real money. Do they pay for CEUs to keep up any certifications?

24. CYNDI ALLENApril 4,2023 at 12:24PM UTC

    Don't assume a layoff will happen again. Let them know you are looking for a "home" to work for many years to come. Don't discuss severance.

25. AnonymousApril 4,2023 at 12:39PM UTC

    Benefits, employment policies and work culture are very important. What kind of training for the position. Do your research on the company checking online, linked in current employees.

26. AnonymousApril 4,2023 at 12:41PM UTC

    Severance is normally only pre-negotiated in cases where you're signing an employment contract (like Director or C suite level jobs).

27. AyianApril 4,2023 at 2:15PM UTC

    It isn't common to negotiate for severance, but that doesn't mean that it shouldn't be!

    Remote or hybrid work unless your work MUST be done in person, frequency of performance reviews or check-ins (state your preference/make an ask), anything that can make you feel happy in the place you work especially including ergonomic chair, standing desk, mouse & keyboard, wrist rests, etc., an at-home office stipend if they agree to remote/hybrid, paying your internet & cell bill for remote/hybrid work (I assure you, they pay more to maintain your work space in an office than any of this stuff), vacation/sick leave, PTO for community volunteerism and activism, holidays (yours may not match up with company policy), bringing your pet to work if it's not food or medical service, what kind of coffee/tea/kombucha you want in the office (I've been in some that had all three including Nitro coldbrew), the sky is literally the limit. The worst thing they can do in negotiation is tell you no.

    Mind you, do not ever discuss your prior salary unless the one offered falls short of what you've made historically. Expect to have a minimum 15% increase over what you last made and make the case that inflation last year alone was 10%, so they can absolutely pay you at least 15% more than the prior job (again, only if they send a low offer like that - which I'd be just as likely to walk away from entirely).

    Best wishes!

28. AnonymousApril 4,2023 at 4:48PM UTC

    No, you don't negotiate severance unless you are an Executive level hire and then there is usually a golden parachute discussion. Don't think about leaving think about staying. The most VIP things to ask are:

    Why is this job open? Is it new or a replacement why did the last person fail? How will success be measured in this role and what is your review cycle? Do it include stock and salary refresh?

    How often does the company all meet and what expectations are there for growth paths internally?

    Layoffs happen, if you focus on that you may not be the one they ultimately choose. Let them know how interested, excited and ready to plug in you are and be honest about anything that does not align with your goals and the possible role. If it feels right don't price yourself out of it.

29. Anne KrookApril 4,2023 at 4:54PM UTC

    Salary, benefits, if there is relocation support does it need to be paid back. => Date of start of health-care coverage is key as this may affect your decisions about your current coverage if any.

30. Joan Williams, Senior Talent Acquisition SpecialistApril 5,2023 at 1:10AM UTC

    I know lots of folks with no experience in Talent Acquisition will say "everything is negotiable" but in my reality very little actually is. Typically base salary, sign on bonus and start date are negotiable. Sometimes for higher level positions, relo packages have some wiggle room.

    Unless you are at a very senior executive level or work at a very small company that has no policy against playing favorites, there's not much to negotiate. PTO is company policy, 401k contribution is company policy, bonus potential is tied to the level of the position and not negotiable.

    You can try to negotiate on-site/remote/hybrid but know that a company can always change their mind.

    I would absolutely not bring up severance unless you are at a very senior executive level - otherwise, it could be seen as "having one foot out the door already" and could cause them to change their mind about making an offer.

31. AnonymousApril 6,2023 at 9:26PM UTC

    I'm in HR, working hand in hand with TA for a good number of years, and would say that actually yes, I have seen that practically everything is negotiable. It was quite eye opening as when I first started, I had no clue that anything was negotiable.