New York offers no statutory severance but provides some of the country's broadest anti-discrimination protections — especially in New York City.
Statutory Severance
None required
NY WARN Threshold
25+ employees, 90 days notice
Key Law
NY Human Rights Law, NYCHRL (NYC)
Negotiability
Strong — especially in NYC
Model your entitlement using jurisdiction-specific rules and Bardal factor analysis.
Important: These estimates reflect typical negotiated settlement ranges — but your actual entitlement depends heavily on your employment contract terms and applicable state law. Not sure if your contract is enforceable? Get your free full analysis — first analysis is free.
Severance offers often expire in 5–7 days
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U.S. at-will doctrine applies in most states · Estimates are illustrative · Not legal advice · Consult a qualified employment attorney
New York employees have no legal right to severance pay under state law, but strong discrimination protections at the state and city level give workers meaningful leverage in negotiations. The NY WARN Act also provides important notice rights for large-scale layoffs.
No. New York does not require employers to pay severance. However, if your employer has a written severance plan or your contract includes severance terms, those are legally enforceable. It is always worth negotiating — many New York employers expect it.
The NY WARN Act requires employers with 50 or more full-time employees to provide 90 days advance written notice before a mass layoff (25+ workers), plant closing, or relocation. Failure to give proper notice can result in liability for up to 60 days of back pay and benefits per affected employee.
Yes. The New York City Human Rights Law (NYCHRL) is considered one of the broadest anti-discrimination laws in the country, offering greater protections than both federal law and New York State law. If you work in New York City and believe you were terminated due to discrimination, you may have strong claims under city law.
Other US states
Content last updated March 2026. This tool provides estimates only and does not constitute legal advice. For a complete analysis of your specific severance package, use the full contract analysis and jurisdiction-matched review.