Tell us about your job
A few quick details help us apply the right employment laws and calculate things like severance based on your tenure. Takes about 30 seconds.
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State laws vary significantly, especially for non-competes, WARN Act, and final pay.
We use this to suggest employment lawyers near you. Skip if you'd rather not share.
Month and year is plenty. Tenure affects severance formulas, vesting, and more.
Seniority and role type can affect how certain clauses apply (e.g. non-competes for executives, retention bonuses for key personnel).
A few sensitive but important questions
These help us spot age-discrimination, FMLA/ADA, and retaliation issues that often get missed. All optional. Skip anything you don't want to share.
Federal age-discrimination protections (ADEA) kick in at 40, including a required 21-day review period and 7-day revocation window for severance releases.
Are you currently on medical or family leave, or were you in the past 12 months? (optional)
Layoffs that overlap with FMLA or ADA-protected leave can raise retaliation or interference concerns.
Did you file an HR complaint or report concerns to a supervisor in the past 12 months? (optional)
Examples: harassment or discrimination reports, wage/hour complaints, safety issues, or whistleblower disclosures. Title VII and state laws protect against retaliation for protected activity.