Will asking hurt my chances?

Professional, written counter-offers are standard practice. A calm, specific ask rarely offends — and it's often the only path to a better package.

Should I hire a lawyer?

For senior roles, large packages, or anything unusual (allegations of discrimination, restrictive covenants, equity complications), yes. An employment attorney's fee is often a fraction of what they recover.

Counter-offer letter builder

Ask, in writing, in the tone of your choice. Specific numbers, no drama.

Step 1

Your details

Your full name

Manager's name

Company name

Date (e.g. October 12, 2026)

Weeks of severance requested

Severance amount you're requesting

Step 2

Key points (choose up to 4)

Step 3

Tone

Step 4

Your letter

Dear [Manager name],

Thank you for the separation package you shared on [Date]. I've had time to review it carefully, and I'd like to respond with a counter-proposal in the hope of reaching a fair agreement that works for both of us.



Given my tenure at [Company] and the timing of this transition, I would like to request severance of [weeks] weeks of pay (approximately [amount]). This reflects standard practice at comparable roles and gives me a reasonable runway to secure my next position.

I would also like written confirmation that all accrued and unused PTO will be paid out with my final paycheck.

Sincerely,
[Your name]

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You just did the hardest part: you looked at it straight.

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Get the Kit — the 30-day plan for what happens next →How to negotiate severance →Run the severance calculator →Counter-offer guide →

How to write a counter-offer that gets read

Every severance offer is a first draft. The employer expects a response. The question is not whether to counter — it's how, and how specifically.

Anchor with numbers

Vague asks ("more, please") get vague answers. Anchor on a specific number of weeks of severance and a specific amount. Use the severance calculator to arrive at a number you can defend. Include PTO, healthcare bridge, and reference letter requests in the same letter so nothing is left on the table for a second round.

Preserve the review period

Federal law gives many workers 21 days to consider a release (and, in some group layoffs, longer). Ask for the full review period and reserve your right to consult counsel. This is a standard, unremarkable request.

FAQ

A common ask is one to four additional weeks of severance beyond the initial offer, plus healthcare bridge and PTO. What's reasonable depends on tenure, seniority, and how the separation is being handled.

Glidepath provides general information and document tools, not legal, financial, or tax advice. Employment rules vary by state and country. For advice about your situation, consult a licensed professional.