Before you sign · HP layoff
Laid off from HP? Check your severance before you sign.
A typical HP layoff package is around 11 weeks of pay at roughly 5 years' tenure — but the first number is rarely the final one, and severance is commonly negotiable. Before you sign, it's worth checking where your offer sits, whether your agreement honors the review windows the law gives you, and what happens to any equity. Figures here are illustrative, not an offer or advice.
What to check in your HP agreement
- Where your offer sits — a typical HP package is about 11 weeks at ~5 years, so you can see if the first number was low.
- If you're 40 or older: whether the agreement grants the review window the law requires (21 days individually, 45 in a group layoff) and the 7-day window to change your mind after signing.
- Your equity — what happens to unvested RSUs or options is often the biggest number walking out the door, and frequently negotiable before you sign.
- The red-flag clauses people sign without reading — non-compete, release scope, non-disparagement.
No card. Your agreement is never stored — the optional scan reads it once and discards it.
Already signed? See how long your HP severance lasts →HP severance: common questions
- Can I negotiate my HP severance?
- Often, yes — severance is commonly negotiable, and many people accept the first offer without asking. A typical HP package is about 11 weeks at ~5 years; whether yours has room depends on your level, tenure, and the specific terms. The free check shows where your offer sits and what is commonly negotiated. This is educational, not a promise of any outcome.
- How long do I have to sign my HP severance agreement?
- It depends on your age. If you are 40 or older, federal law (the OWBPA) generally requires at least 21 days to review an individual agreement — or 45 days when your layoff is part of a group exit-incentive program — plus 7 days to revoke after signing. Under 40 there is no statutory minimum, so the deadline is whatever the employer sets, sometimes same-day. Check the date written in your agreement.
- What happens to my unvested HP RSUs or options if I'm laid off?
- It is governed by your equity plan and the separation terms — and it is often one of the most valuable things to review before signing. Per HP Inc.'s Workforce Reduction Plan: 1 week of base pay per year of service, minimum 11 / maximum 52 weeks (about 11 weeks at 5 years), plus a 60-day pay advance and COBRA at employee cost. Unvested RSUs/options are generally forfeited. What applies to you depends on your specific grants and vesting dates; the full plan models them.
- Is HP severance taxed?
- Yes — severance is taxable wages. Lump-sum severance is commonly withheld at the 22% federal supplemental rate (plus FICA and any state tax), which can make the check smaller than you expect. Your actual tax depends on your total income for the year.
- Do I need a lawyer to review my HP severance?
- Not always. An employment attorney typically charges around $400-$1,000 to review a severance agreement. For many straightforward packages a benchmark plus a clause-by-clause read covers what you need; for high-stakes or complex situations — large equity, a possible claim — a licensed attorney is worth it. This tool is educational and is not legal advice.
The full Severance Action Plan
A single hour with an employment attorney runs around $700 — and they'll ask you to gather most of this first anyway. Here it is, done, for $99. We never store your agreement — the scan reads it once and discards it.
A read of your agreement — including your 40+ waiver.
The clauses people sign without reading — non-compete, release scope — and, if you're 40 or older, whether the agreement actually grants the review and 7-day revocation windows the law requires.
Where your offer actually stands.
Your severance benchmarked against the norm for your role and tenure — so you know if the first number was low.
The number to ask for.
A specific counter-offer range. Not "negotiate" — an actual range to put in the email.
The email, already written.
A ready-to-send counter. You add your details and send it.
A runway plan to your run-out date.
A month-by-month spend-down to your run-out date, and which costs to cut first.
The whole thing as a PDF.
Yours to keep, share with a spouse, or hand to a lawyer.
It earns its $99 or you don't keep it.
If the plan doesn't show you at least one concrete way to extend your runway or strengthen your position, email us within 7 days for a full refund. Keep the PDF either way.
Where the HP figures come from
The typical package shown is ILLUSTRATIVE: Per HP Inc.'s Workforce Reduction Plan: 1 week of base pay per year of service, minimum 11 / maximum 52 weeks (about 11 weeks at 5 years), plus a 60-day pay advance and COBRA at employee cost. Unvested RSUs/options are generally forfeited. These figures are pieced together from public reporting — ranging from SEC-filed severance plans to news coverage and employee accounts — so they vary in certainty and can go out of date as a company changes its terms. None of them are your actual numbers, an offer, or a verdict on whether your package is fair — the free check uses your own figures. Severance norms vary by level, tenure, location, and the terms of your specific agreement.
This is an educational benchmark, not legal advice. Using it does not create an attorney-client relationship. For advice about your specific situation, consult a licensed employment attorney in your state.
This page is educational and is not legal, tax, or financial advice, and using it creates no attorney-client relationship. Severance figures are illustrative planning estimates only. Confirm your actual package, deadlines, and tax treatment with a licensed professional.