Upload your severance package or separation agreement. Madeplain highlights what you're releasing, what you're keeping, and what questions to ask—before your deadline runs out.
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What you'll get
8-section breakdown
Clear structure
Smart questions
Know what to ask
Email draft
Ready to send
You usually have 21-45 days to sign, but that feels short when you're processing a job loss.
You're giving up the right to sue—but for what exactly? The language is deliberately broad.
Can you talk about why you left? Can they? These clauses are often one-sided.
COBRA, insurance continuation, equity vesting—what actually continues and for how long?
Some severance packages add or reinforce restrictions on your next job.
What are you agreeing to do after you leave? What will they say about you?
See exactly what claims you're giving up—and whether the release is reasonable.
Signing deadlines, revocation periods, and benefit end dates in plain terms.
Understand what you must do after signing—confidentiality, cooperation, non-compete.
Get an email asking about unclear terms—professionally and within your deadline.
Here's what a confusing clause looks like—and what it looks like after Madeplain: a clear summary, hidden risks, the right questions, and an email draft.
Example uses dummy data.
Separation Agreement and General Release
Structured explanation, hidden risks highlighted, and clear next steps.
Broad release language, one-sided non-disparagement, and time pressure make this agreement favor the company.
This is a severance agreement and general release. In exchange for severance pay, you're waiving your right to sue and agreeing to certain restrictions like non-disparagement.
The non-disparagement clause is one-sided—you can't criticize them, but they only promise a 'neutral' reference. That means they won't say anything bad, but they won't say anything good either. This could hurt future job searches.
“Company agrees to provide a neutral reference.”
Translation: They won't badmouth you, but they won't recommend you either. A 'neutral' reference often just confirms dates of employment.
Standard tax withholding language is boilerplate. The governing law clause is typical. Return of company property requirements are standard.
Q1: Does this release cover claims I don't know about yet?
Why it matters: Some releases exclude unknown claims—this one includes them, which is worth understanding.
Q2: Can the non-disparagement clause be made mutual?
Why it matters: You're restricted, but they should be too—fair is fair.
Q3: Would you provide a positive reference instead of neutral?
Why it matters: A neutral reference can hurt job searches. Push for something better if your performance was good.
Q4: Can I have additional time to review with an attorney?
Why it matters: Many companies will extend the 21-day deadline if you ask professionally.
Try it with your own document — no account required.
Madeplain drafts an email to HR asking about unclear terms—professionally and respectfully, while you still have time to clarify before signing.
Subject: Questions about severance agreement Hello, I'm reviewing the severance agreement and have some questions before signing: 1. Does the general release include claims that are currently unknown to me? 2. Can the non-disparagement clause be made mutual, so both parties are bound? 3. Would the company consider providing a positive reference instead of neutral? 4. May I have additional time beyond the 21 days to review this with an attorney? I'd appreciate clarification on these points. Best regards
Upload your severance agreement and get a clear breakdown, the questions to ask, and a follow-up email draft—no account required to start.