Before you sign,
find out if your
severance package is fair.
CheckMySeverance is a decision-support service for employees who have received a severance offer and want to know — before signing — whether they may be leaving money on the table.
Do not rely on a severance offer at face value before understanding the potential gap.
Want a quick estimate first? Try the free calculator →
From offer to insight
in minutes.
Most people sign too early — and lose more than they realize.
Employers routinely offer the statutory minimum. But common law — based on age, tenure, role, and re-employment prospects — often entitles employees to significantly more.
Severance offers come with pressure to sign quickly. Most employees don't know their actual entitlement range before the deadline passes.
The difference between a statutory offer and a common law entitlement is often worth tens of thousands of dollars — for a case that takes minutes to assess.
Once you sign a severance agreement, you typically waive your right to pursue additional compensation — even if you later discover your offer was significantly below your legal entitlement. The cost of not checking is permanent.
Two ways to check your offer.
Start free, go deeper when it matters.
- Jurisdiction-matched range across all Canadian provinces and US states
- Common law vs. statutory minimum comparison
- Bardal factors applied for Canadian employees
- Quick signal on whether your offer is worth a closer look
- Everything in Free, plus:
- Contract clause enforceability — parsed against your province or state
- Gap & Leverage Modeling against 10,000+ real negotiated outcomes
- Risk flags and red clauses in your offer letter
- Lawyer-ready case summary for Canada & US
- Optional: connect with a vetted employment lawyer in your jurisdiction
See exactly what you’ll get
before you pay.
This is a representative example of how a typical assessment works — input profile, analysis output, and identified gap.
Offer is significantly below expected legal standard for this tenure, age, and role. Termination clause may not be enforceable — common law entitlement likely applies.
How our case intelligence
engine works.
We combine contract analysis, employment law principles, and real case outcomes to estimate your true entitlement.
We extract and analyze key clauses from your employment contract — termination provisions, non-competes, and compensation structure.
Your case is evaluated against jurisdiction-specific standards. Ontario cases follow Bardal factors. US cases consider at-will limitations and precedent.
We compare your profile — role, age, tenure, industry — against 10,000+ real cases and negotiated outcomes to identify your likely range.
We calculate your estimated severance range, gap vs. your offer, negotiation leverage score, and risk flags in your contract.
“This is not a calculator — it’s a case-based intelligence system.”
Built on employment law principles & 10,000+ real outcomes
This is a data-driven assessment — not legal advice. The goal is to help you understand your position before deciding whether to sign or seek legal representation.
Employees who checked their severance before signing after a layoff.
Representative outcomes based on cases assessed through our platform.
“I had no idea my offer was that far below the legal standard until I ran the assessment.”
“The case pattern comparison made it very concrete. I wasn't guessing anymore.”
“Even with my background in HR, the enforceability analysis surfaced a clause I'd overlooked.”
“I thought my offer was reasonable. Turns out I left 5 months on the table.”
“My employer banked on me not knowing my rights. This showed me exactly what I was entitled to.”
“I'd never negotiated severance before. The benchmark data made the whole conversation feel less scary.”
“My lawyer said it was the most prepared a client had ever walked in. That was because of this.”
“Knowing the enforceability score gave me confidence I didn't have going in.”
“I had no idea my offer was that far below the legal standard until I ran the assessment.”
“The case pattern comparison made it very concrete. I wasn't guessing anymore.”
“Even with my background in HR, the enforceability analysis surfaced a clause I'd overlooked.”
“I thought my offer was reasonable. Turns out I left 5 months on the table.”
“My employer banked on me not knowing my rights. This showed me exactly what I was entitled to.”
“I'd never negotiated severance before. The benchmark data made the whole conversation feel less scary.”
“My lawyer said it was the most prepared a client had ever walked in. That was because of this.”
“Knowing the enforceability score gave me confidence I didn't have going in.”
“15 years at the company and they offered me 5 months. I walked away with 10.”
“I almost signed on day one. Running the check first was the best decision I made.”
“The leverage score alone changed how I walked into that negotiation.”
“Concrete numbers. No guessing. I finally felt like I had a fair shot.”
“Doubled my offer. I would never have known that was possible without the case data.”
“Even as a lawyer I found value in the independent assessment. It confirmed what I suspected.”
“I had no idea comparable cases were so accessible. It completely changed my negotiating position.”
“The report was thorough enough that HR stopped pushing back after the first meeting.”
“15 years at the company and they offered me 5 months. I walked away with 10.”
“I almost signed on day one. Running the check first was the best decision I made.”
“The leverage score alone changed how I walked into that negotiation.”
“Concrete numbers. No guessing. I finally felt like I had a fair shot.”
“Doubled my offer. I would never have known that was possible without the case data.”
“Even as a lawyer I found value in the independent assessment. It confirmed what I suspected.”
“I had no idea comparable cases were so accessible. It completely changed my negotiating position.”
“The report was thorough enough that HR stopped pushing back after the first meeting.”
If the gap is worth pursuing,
we can connect you.
If your assessment reveals a significant gap between your offer and your likely entitlement, we can connect you with an employment lawyer through our partner network — no cold searching, no uncertainty about who to call.
Your case summary is shared with the matched lawyer in advance — no repeating yourself, no cold introductions.
What people ask before starting
In most cases, yes. Statutory minimums are floors, not ceilings. Common law entitlements — based on age, tenure, role, and re-employment prospects — frequently exceed what employers initially offer. Whether it's worth negotiating depends on the size of the gap.
In Canada, reasonable notice is the common law standard for how much notice — or pay in lieu — an employer must provide when terminating without cause. It's determined by the Bardal factors and is separate from the statutory minimum under provincial employment standards legislation.
The free calculator gives you a quick range estimate based on your role, tenure, age, and jurisdiction. The full report adds contract enforceability review, a leverage score, risk flags in your offer, and a lawyer-ready case summary. Your first full analysis is free — additional cases are $49.
No. This is a data-driven assessment service, not legal advice. We help you understand your likely position based on employment law principles and historical case patterns. If your case warrants further action, we can connect you with an employment lawyer through our partner network.
Yes — your first full case analysis is completely free. If you need to analyze a second case later, it's $49. There are no hidden fees or subscriptions.
Content reviewed by employment law practitioners in Ontario and British Columbia. Last updated March 2026. Not legal advice.
Know what you’re owed
before you sign anything.
Your contract is parsed against your province or state. Your offer is benchmarked against 10,000+ real negotiated outcomes across Canada and the US. Your first full analysis is free.
Want a quick estimate first? Try the free calculator →
Not legal advice. Results are based on contract analysis, jurisdiction-matched case law, and historical negotiated outcomes.