Los Angeles Severance Agreement Dispute Lawyers
When a Severance Agreement Doesn't Go as Promised
Laurel Employment Law represents employees whose employer didn't honor a signed severance agreement, or whose severance agreement may not be valid under California law. If your former employer didn't do what it promised, or you think you were pressured or misled into signing away a real claim, we can help you find out where you stand.
We work on contingency. That means we take on cases where you have an actual claim against your employer, such as a broken promise in the agreement itself, or a claim the agreement was supposed to give up that may still be alive.
Our Los Angeles severance agreement attorneys can help if:
- Your former employer didn't pay the severance, benefits, or other terms it promised in writing.
- Your employer broke a promise in the agreement, like giving a bad reference after agreeing to a neutral one, or breaking a confidentiality promise itself.
- You signed without getting information the law requires you to have, such as extra time to review if you're 40 or older.
- You were pressured or misled into signing away a real legal claim.
- You have a claim against your employer, like discrimination, retaliation, or unpaid wages, connected to your termination or severance.
If your former employer didn't keep its promises, or the agreement itself may not hold up, call (310) 929-6371 or contact us online.
Five-Star Client Reviews
Read about how our approach to employment law makes a difference in our clients' lives. To learn more or get started with a consultation, call us at (310) 929-6371 today.
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"They Kept Their Word"
They did what they said they'd do... whether a promise to me or a threat to the other side, they always backed up their words with action.- Jeremy S. -
"Tough, Smart, Strategic"
The exact right combination of tough, smart, and strategic. He knows how and when to push to get the best imaginable outcome.- Eric K. -
"Incredible Attorney"
Joshua White is a rising star in the legal profession. One of the sharpest minds in the field today.- Chris A. -
"Excellent Litigators"
Fast, aggressive, and strategic at every move. The other side was constantly off-balance and could never keep up.- Jenny F. -
"Clear and Transparent"
I’m truly grateful for their support and highly recommend them.- Maryl Ann C. -
"Outstanding Representation!"
They vigorously defended my rights and secured an exceptional outcome, exceeding my expectations.- Albert L.
What Our Clients Say
"After being wrongfully terminated, I called Laurel Employment Law and they took my case. They were very professional... They were able to fight for me [and secure] a settlement that confirmed for me that it was good that I didn't sign the severance contract from my ex-employer." – Mario G.
Read more client reviews.
When an Employer Violates a Severance Agreement
A signed severance agreement is a contract, and both sides have to keep their promises. If your employer stops paying, cuts off health coverage it agreed to continue, gives a bad reference after promising a neutral one, or breaks a confidentiality promise, that's a severance agreement violation. Our Los Angeles severance agreement violation lawyers can review whether you have a claim, separate from whatever the agreement gave up.
Any wages you'd already earned before signing, including your final paycheck and unused vacation time, had to be paid no matter what. If your employer held that money back to pressure you into signing, that's its own violation.
When a Signed Agreement May Not Hold Up
Signing an agreement doesn't always end the matter. A few things can mean your original claim is still alive:
- Noncompete clauses. California doesn't allow employers to stop you from working for a competitor after you leave, even if you signed something saying you agreed to it.
- Silence about harassment or discrimination. California law doesn't allow an agreement to stop you from reporting harassment, discrimination, or retaliation, even if it tried to.
- Nothing of real value in exchange. A severance agreement has to give you something beyond what you were already owed. If it didn't, it may not be valid.
- Being pressured or kept in the dark. Being rushed into signing, or not given information the law requires, can make an agreement invalid.
If You're 40 or Older
Federal law gives extra protection when a severance agreement gives up your right to bring an age discrimination claim.
Your employer has to give you at least 21 days to think it over, or 45 days if it's part of a larger layoff, plus 7 days after signing to change your mind. If your employer skipped any of this, the agreement may not have validly waived your age discrimination claim, meaning you may still be able to bring it.
What Happens Next
The right approach depends on your situation. That might mean a letter to your employer addressing a broken promise directly, a wage claim with the Labor Commissioner if pay was withheld, a discrimination or retaliation complaint with the state if your original claim is still available, or taking the matter to court or arbitration if it can't be resolved another way.
Call to Schedule a Consultation: (310) 929-6371
Signing a severance agreement doesn't always end the story. If your employer didn't keep its word, or the agreement itself may not hold up, you may still have options.
Call (310) 929-6371 or contact Laurel Employment Law online to speak with an attorney.
Our FAQ
Have questions? We are here to help. Still have questions or can't find the answer you need? Give us a call at 310-929-6371 today!
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What if I Never Signed the Agreement?
Turning down a severance offer doesn't affect money you already earned. Your final paycheck and unused vacation time still have to be paid. If you didn't sign because of an underlying problem, like wrongful termination or discrimination, that claim may still be worth pursuing.
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Can I Still Report Discrimination or Harassment After Signing?
Yes. California law doesn't allow a signed agreement to stop you from reporting harassment, discrimination, or retaliation.
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How Much Time Should I Have Been Given to Review the Agreement?
California law requires at least 5 business days. If you're 40 or older and the agreement gives up an age discrimination claim, you're entitled to 21 days, or 45 days if it's part of a larger layoff. If your employer skipped this, the agreement may not hold up.
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Can I Still Bring a Claim After I've Already Signed?
Sometimes. If the agreement didn't meet legal requirements, didn't give you anything of real value, or you were pressured or kept in the dark, it may not have actually given up your rights.
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What Counts as a Severance Agreement Violation?
Your employer violates the agreement when it doesn't do what it promised: paying you, continuing benefits, giving a neutral reference, or keeping something confidential. This can be its own claim, separate from anything you gave up by signing.