We Help Ohio and Florida Employees Exit On Their Terms
The era of employer overreach
is over.
Severance is rarely just about money. It’s about control. Employers want to control what you can say, where you can work next, and what rights you’re giving up forever. Employers count on you being tired, shocked, and isolated in the moment to avoid liability.
Reel Legal Counsel helps employees across Ohio review, negotiate, and improve severance agreements so you can leave with clarity and leverage instead of fear and uncertainty. Whether you’re being laid off, pushed out, or “managed out,” we step in fast, explain what the agreement really does, and negotiate for terms that protect your future.
When to get a severance agreement reviewed
You should talk to counsel before signing if any of the following are true:
You’re being asked to sign quickly or “take it or leave it”
The agreement contains a broad release of claims
It includes confidentiality or non-disparagement language
It impacts your ability to work (non-compete / non-solicit/ “no rehire”)
You’re being told you were fired “for performance,” but the story feels off
You recently complained, requested leave, or asked for accommodations
You’re unsure what happens with bonuses, commissions, equity, or benefits
What is a severance agreement, really?
A severance agreement is typically an employer’s offer of pay and/or benefits in exchange for a release of legal claims and additional restrictions. It often includes confidentiality, non-disparagement, and sometimes non-competes or non-solicitation clauses. Once you sign, you may. be waiving important rights you didn’t even know you had.
Our job is to make sure you understand what you’re signing and improve it before you do.
Financial Terms
More severance pay (or a longer pay period)
Payout clarity for bonuses, commissions, PTO, and reimbursements
COBRA/benefit contributions or extended coverage
Timing of payments and tax treatment provisions
Career Protection Terms
Narrowing or removing non-compete / non-solicit language
Clarifying what you can say on LinkedIn / social media and in interviews
Neutral reference language and a written employment verification commitment
Removing “no rehire” clauses where possible
Reputation and Future-Proofing
Tightening confidentiality so it doesn’t gag your life
Mutual non-disparagement (not one-way)
Carving out protected rights (e.g. to cooperate with agencies, talk to counsel, etc.)
Correcting factual inaccuracies (job title, separation reason, etc.)
What we negotiate for our clients
Not Sure Where To Start?
Browse These FAQs
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Usually, no. Severance agreements often include a broad release of claims and restrictions that can affect your future employment. A quick review can identify hidden risk and improve terms before you waive rights permanently.
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Most severance agreements aren’t just about paying. They often include terms that quietly limit your future. Common issues include overly broad release language, strict confidentiality and non-disparagement clauses, “no-rehire” provisions, repayment or clawback triggers, and restrictions that affect your next job (like reaffirmed non-competes or non-solicits). We flag these early and negotiate them into something fair and workable.
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That’s common and it’s often posturing. Employers frequently have discretion, especially when there is legal exposure, reputational risk, or a desire for a clean separation. We negotiate professionally and strategically to improve the deal without unnecessary escalation.
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Yes. Severance is typically offered after termination or in connection with a layoff. The key is timing. Many agreements have deadlines. If you contact us early, we can often request an extension and negotiate from a stronger position.
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That’s one of the biggest reasons to get counsel involved. We can assess enforceability, reduce your risk, and negotiate carve-outs or revisions so you can pursue your next role or business opportunity without triggering a dispute.
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No. Negotiating severance does not put your earned pay at risk. Your final paycheck (and any wages you’ve already earned) is not something the employer can withhold just because you asked for better severance terms. Severance is a separate, discretionary offer, and employers sometimes condition extra benefits, like COBRA contributions, extended coverage, or additional payments, on signing the agreement. We make that distinction crystal clear, protect what you’re already owed, and negotiate the severance package from a position of leverage.
Contact Us
For a free case evaluation, please provide your contact information and brief explanation of your matter. Someone from our team will reach out to you to schedule your evaluation call.