Severance Agreement Review & Employee Advocacy
Worried About a Severance Package? We’ll Help You Find a Clear Path Forward.
Severance strategizing with
an experienced employment trial attorney
Worried About a Severance Package? You’re Not Alone.
If you’ve recently been laid off, furloughed, or terminated and were presented with a severance agreement to sign, you’re not alone. Or maybe you haven’t quite made it to retirement age, but you’re exploring the possibility of arranging an early exit from your company in the form of severance—often referred to as “early retirement” or, more colloquially, a “Golden Parachute.”
Regardless of how you’ve arrived at severance discussions, you’re likely wondering what rights you’d be giving up by accepting the agreement. Should you consider walking away from the severance altogether—especially if your exit wasn’t voluntary—and explore legal protections related to discrimination, harassment, hostile work environment, or retaliation? Or would it be wiser to push for improved terms or at least revise key language in the agreement?
You may even be asking yourself whether it’s worth “looking the corporate gift horse in the mouth” by pushing back on the initial offer. These questions are not only valid—they’re critical. Getting them answered ensures you don’t leave money or important rights on the table, and that you fully understand what you’re committing to before you sign.
Presented with a Severance Package?
Here’s What You Should Know First.
If you’ve been presented with a severance package—especially after being laid off, terminated, or subtly pushed out—you’re not alone. Employers often make these packages sound final, but in many cases, they’re just the starting point. And signing without legal review could limit your options. Severance agreements are binding contracts that may restrict future job prospects, waive important legal rights, or affect unemployment eligibility. At Hollingshead & Dudley, we don’t just review severance packages—we work to strengthen them.
Our goal is to secure fairer terms, stronger protections, and a package that truly reflects your value. Whether it’s working through severance pay details, adjusting health coverage, or addressing restrictive covenants like non-competes, we ensure the final agreement serves your best interests. We’ve secured stronger severance outcomes for executives, professionals, and hourly employees throughout Missouri. If you’ve been offered a severance package, consult with us before signing so you fully understand your rights and options.
Your severance strategy starts here
Wondering If You’re Entitled to a Severance
Package? Here’s How We Can Help.
If you haven’t been offered a severance package but believe you should have—especially after a layoff, demotion, or difficult workplace exit—you’re not alone. Many employees don’t realize they may have more options than they initially think.
At Hollingshead & Dudley, we help employees explore their eligibility for severance packages by carefully reviewing the facts and presenting them in a way that encourages employers to engage in meaningful discussions.
Whether you’re a longtime employee with a strong record, a professional impacted after taking medical leave, or someone facing a discriminatory layoff, we work to ensure your circumstances are clearly and effectively presented.
Our attorneys identify potential legal issues (such as discrimination, retaliation, or breach of contract), explain how those issues may affect your options, and guide you through possible paths forward—without requiring immediate litigation.
Thinking About an Exit Strategy Is
Not Disloyal — It’s Just Smart Business.
You don’t have to be fired to benefit from a severance package. Many high-level professionals—executives, directors, specialists, and long-tenured employees—come to us before they exit. Whether you’re planning a retirement, career pivot, or working through a difficult environment, we can help you prepare for a graceful, financially sound departure.
We review and strengthen severance agreements for C-suite executives, physicians, engineers, and professionals across Missouri—often before their employer has put anything in writing. From accrued PTO and deferred compensation to non-competes and neutral reference clauses, we work to ensure your agreement reflects your value.
If you’re preparing to leave, don’t wait until an offer is handed to you. Let’s make sure you’re exiting with leverage, dignity, and a package that protects your future.
Why Choose Hollingshead & Dudley
for Your Severance Package Review?
Not all employment lawyers are trial lawyers — we are. When your financial future and professional reputation are at stake, you need a law firm that knows how to advocate — and, when necessary, how to litigate. At Hollingshead & Dudley, our severance clients benefit from the same strategic representation we bring to multimillion-dollar employment discrimination and retaliation cases across Missouri.
When we asked prior clients why they trusted us with such an important legal matter, here’s what they shared:
Trusted employment trial attorneys with extensive courtroom and jury trial experience, as well as deep knowledge of severance packages and employee rights.
Direct representation from a partner-level attorney, not an inexperienced associate.
A secure, virtual, and streamlined intake process designed to make scheduling and consultation simple.
Employment trial attorneys dedicated to representing employees, which means conflicts of interest with employers are rare.
Know what you are giving
up before you sign
Why Having an Experienced Employment
Trial Attorney on Your Side Matters.
Employers often offer severance packages to reduce potential legal risk, especially in situations involving claims of discrimination, retaliation, or unpaid wages. Having an experienced employment trial attorney by your side ensures your employer takes your concerns seriously if discussions stall.
Legal professionals can spot opportunities employees often miss — such as extended COBRA coverage, additional PTO payouts, or recognizing how tenure may factor into package terms.
Research shows that employees who consult experienced trial attorneys on severance matters often achieve more favorable results than those who go it alone. These outcomes aren’t just about financial terms — they’re about protecting your career, preserving your rights, and eliminating harmful contract provisions.
Common Severance Pitfalls and
How We Help Protect You.
Severance agreements are binding legal contracts — and once you sign one, it may be too late to fix a mistake.
At Hollingshead & Dudley, we’ve guided hundreds of employees through severance packages. We know the traps that often appear, and we help clients steer clear of them. Some of the most frequent problem areas include:
Releases that go too far — Some employers attempt to include overly broad waivers that cover every possible claim, even those unrelated to your termination.
- Non-disparagement clauses with “teeth” — Often one-sided and vague, these provisions can silence employees unfairly. We work to clarify language so your reputation is protected while meeting employer requirements.
Overreaching non-competes or confidentiality clauses — Certain agreements attempt to restrict future employment in ways that may not even be enforceable under Missouri law.
Waivers of already-earned wages or bonuses — Some agreements include provisions that could jeopardize commissions, PTO, or unpaid wages if not carefully reviewed.
Missed tax and timing issues — From COBRA benefits to lump-sum payments and tax withholding errors, overlooked details can lead to financial surprises.
We don’t just read over severance agreements — we intervene when necessary, refine problematic terms, and ensure the fine print doesn’t undermine your rights or future opportunities.
Turn uncertainty into a game plan
Our Expedited and Streamlined
Intake & Review Process.
When you contact Hollingshead & Dudley about a severance package, we don’t waste time with delays or generic advice.
Our process is designed to move quickly, add immediate value, and meet you wherever you are in the timeline. Whether your employer has given you a week to respond—or only 48 hours—we can usually accommodate rapid turnarounds without sacrificing quality.
Here’s how it works:
Clear, Transparent Fee Structure. Hollingshead & Dudley’s severance review fees are straightforward and scaled to your situation’s complexity. You will know the cost before scheduling your consultation.
Focused Consultation. During your consultation, our attorneys provide a transparent discussion of fees and walk through potential legal options. If your employer has given you a strict deadline, it’s important to schedule quickly to allow time for a meaningful review.
Thorough Review, Timely Guidance. Our attorneys are highly experienced in handling severance reviews efficiently. The more time we have with your documents, the more thorough and tailored our advice will be.
No-Pressure Quote. Contact us for a personalized fee quote tailored to your agreement and circumstances. While outcomes vary, our goal is to ensure you understand your rights, risks, and opportunities before you sign.
2. Your legal consultation will be directly with one of the firm’s experienced employment trial attorneys (not a junior associate, as is common at many firms).
A partner-level attorney will:
Review your agreement with you.
Assess your legal position and potential leverage.
Outline key strategies for moving forward.
Unlike many other law firms, at Hollingshead & Dudley, our attorneys do not put you “on the clock” during your consultation—instead taking the time necessary to review your documents, share detailed notes and comments, and walk you through your options for moving forward. This may include continuing discussions with your employer, assessing possible legal options, or evaluating whether to accept the initial package that has been offered.
We also make fee arrangements clear and transparent, so you know exactly what to expect. You’ll have ample opportunity to ask questions, and—during or shortly after your consultation—you will receive your attorney’s direct email and cell phone number to ensure continued access moving forward.
If further representation is appropriate, we can handle the process quickly and discreetly: we’re often able to propose revisions and work directly with your employer’s counsel, usually without escalating tensions or creating unnecessary conflict.
We tailor every strategy to your goals: Want to preserve goodwill? Looking to maximize your financial outcome? Concerned about future job restrictions? We shape our approach around what matters most to you—not just what your employer wants you to accept.
You’ll never be left guessing what to do next. Our team combines speed with strategy to protect your interests and provide clarity—fast.
NOTE: The Missouri Bar requires us to advise you that the firm’s past results afford no guarantee of future results (including in your specific case) because every case is different and must be judged on its own merits.
Severance strategizing
with an experienced
employment trial attorney
Severance Package FAQs: What You Need to Know
Q: What if I already signed a severance agreement?
A: You may still have legal options—but time is critical. In some cases, employees can revoke even a signed severance package under a patchwork of state and federal laws. These laws often impose strict deadlines, starting from either the date you were first presented with the agreement or the date you signed it. Because fast and precise action may be your only chance to walk away from the deal, it’s essential to contact our office quickly to schedule a consultation with one of our employment attorneys.
Q: My employer gave me a very short deadline to decide whether to accept the company’s severance offer. Can Hollingshead & Dudley review my documents and provide a consultation quickly?
A: Yes. Our attorneys are highly experienced in reviewing severance agreements—often under tight deadlines. To help with this, we’ve developed a streamlined intake process specifically for these situations. In many cases, our attorneys can even rearrange their schedules to ensure a consultation happens in time for you to make an informed decision before the company’s deadline.
Q: If I make a revised proposal to my employer’s initial severance offer, can the company revoke it?
A: Technically, yes—but that’s only part of the story. Under Missouri (and most states’) contract law, presenting a counter-proposal that materially changes your employer’s initial package may give the company the legal right to withdraw its offer. This is because, under basic contract principles, a counter-proposal generally replaces the original.
In practice, however, it’s rare for an employer to decline further discussions just because an employee suggested changes—especially when the employee is represented by an experienced attorney. Most employers expect some degree of back-and-forth, and larger companies are often unsurprised (and even relieved) when a former employee retains counsel to help streamline the process.
Q: Can Hollingshead & Dudley manage the process so I don’t have to speak with my former employer at all?
A: Absolutely—and in many cases, that’s our preferred approach. Once you retain Hollingshead & Dudley, our attorneys take over all communications with your former employer, whether that’s HR, in-house counsel, or outside counsel. You’ll stay closely involved in major decisions, but we handle the day-to-day details on your behalf.
In fact, we typically advise clients to avoid direct or indirect contact with their former employer (including through friends or coworkers) while discussions are ongoing. If a severance package is ultimately reached, your attorney will also walk you through any provisions that may restrict what you can say or share with others—especially former coworkers—to help ensure you don’t inadvertently breach the agreement.
Q: I’m not sure my budget allows for full legal representation. Does Hollingshead & Dudley offer more limited options to help guide me through the process?
A: We understand that not every client wants—or needs—full-service legal representation. While we generally don’t recommend a piecemeal approach due to the complexity of employment law, we’re committed to helping clients in ways that make sense for their circumstances and budget.
If you prefer to take a more active role in the process yourself, our attorneys can provide behind-the-scenes strategic guidance, serve as a sounding board, and share well-developed templates for commonly addressed provisions. If you’re able to reach terms with your former employer, we can also review the proposed agreement and assist with finalizing the documentation—helping ensure your rights and interests remain protected.
Ultimately, even if we advise against a certain course of action, we’ll respect your decision and support you to the best of our ability during what is often a financially and emotionally difficult time.
You've read the facts.
Now you need a game plan.
We can help!
📞 Call us at (314) 480‑5474
📝 Complete our secure online intake form
💬Use the chat function in the lower-right corner of this page to connect with our employment law intake team.