Estimate how much you're owed after a layoff. Covers all Canadian provinces and US states — updated March 2026.
Coverage
10 provinces · 50 states
Method
Bardal factor analysis
Cost
Free
Time
Under 2 minutes
Model your entitlement using jurisdiction-specific rules and Bardal factor analysis.
Important: These estimates reflect the common law range based on court cases — but only apply if your employment contract's termination clause is unenforceable. If your contract has an enforceable clause, your entitlement may be limited to statutory minimums only. Not sure if your contract is enforceable? Get your free full analysis — first analysis is free.
Severance offers often expire in 5–7 days
Acting early significantly improves your negotiation outcome. Don't let the clock run out on your entitlement.
Lawyer-backed analysis
Built on thousands of real cases and jurisdiction-specific precedents — not generic templates
Results in 2–3 minutes
Our system analyses your contract instantly, so you can act before your offer expires
1000+ employees served
Across Canada and the United States
What happens next
Upload your employment contract
Share your contract and severance offer. Takes under 2 minutes.
Get your fairness analysis
We cross-reference your jurisdiction and thousands of real cases to assess whether your offer is fair — and whether it's worth fighting.
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First analysis free · $49 for additional cases
Bardal v. Globe & Mail Ltd. [1960] factors applied · Assumes termination clause is unenforceable · Not legal advice · Consult a qualified employment lawyer
Severance entitlement depends on your jurisdiction, years of service, age, and position. In Canada, common law severance typically ranges from 1–3 months per year of service — courts have awarded up to 24 months for senior employees with long tenure. In the US, there is no federal requirement, but many employers offer 1–2 weeks per year as a standard policy. Use the calculator above to get an estimate for your specific situation.
The calculator produces a preliminary estimate based on statutory minimums and common law benchmarks for your province or state. For Canadian employees, it applies the Bardal factors — age, tenure, character of employment, and replaceability — to estimate a reasonable notice range. The result is a starting point, not a legal opinion. If your offer is below the estimated range, or your employment contract contains a termination clause, a full contract parsing and jurisdiction analysis of your actual documents will give you a more precise picture.
Severance in Canada is calculated at two levels. First, statutory minimums vary by province — for example, Ontario's Employment Standards Act provides 1 week of termination pay per year of service (up to 8 weeks), plus uncapped severance pay for eligible employees. Second, common law reasonable notice — determined by courts using the Bardal factors (age, tenure, role, and replaceability) — routinely exceeds statutory minimums and has reached 24 months for senior, long-tenured employees across Canadian provinces.
There is no federal law requiring severance pay in the United States — the FLSA and WARN Act do not mandate it. Severance is determined by company policy, employment contracts, or negotiation. However, employees may be entitled to more than offered if their contract contains a severance clause, they are in a state with additional protections (e.g., Massachusetts, New Jersey), or their termination violates public policy. Reviewing your employment agreement is the critical first step.
Calculator methodology reviewed by employment law practitioners in Ontario and British Columbia. Content last updated March 2026. This tool provides estimates only and does not constitute legal advice.
Each province has different severance laws. Select yours for province-specific law summaries, Bardal factor analysis, and common law benchmarks.
Ontario
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British Columbia
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Alberta
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Quebec
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Manitoba
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Saskatchewan
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Nova Scotia
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New Brunswick
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Prince Edward Island
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Newfoundland and Labrador
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Severance in the US is determined by contract, company policy, and state law. Select your state for state-specific WARN Act obligations and negotiation guidance.
California
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New York
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Texas
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Florida
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Illinois
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Washington
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New Jersey
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Massachusetts
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Pennsylvania
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Ohio
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Georgia
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North Carolina
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Michigan
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Virginia
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Arizona
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Colorado
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Minnesota
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Oregon
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Connecticut
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Maryland
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Nevada
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Wisconsin
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Indiana
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Missouri
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Tennessee
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Alabama
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Alaska
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Arkansas
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Delaware
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Hawaii
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Idaho
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Iowa
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Kansas
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Kentucky
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Louisiana
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Maine
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Mississippi
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Montana
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Nebraska
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New Hampshire
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New Mexico
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North Dakota
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Oklahoma
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Rhode Island
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South Carolina
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South Dakota
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Utah
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Vermont
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West Virginia
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Wyoming
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