Before you sign · Target layoff
Laid off from Target? Check your severance before you sign.
A typical Target layoff package is around 21 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 Target agreement
- Where your offer sits — a typical Target package is about 21 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 Target severance lasts →Target severance: common questions
- Can I negotiate my Target severance?
- Often, yes — severance is commonly negotiable, and many people accept the first offer without asking. A typical Target package is about 21 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 Target 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 Target 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. Target's own 2015 layoff statement described a base of more than 15 weeks of pay for everyone affected, plus additional severance based on years of service. Employee accounts put the per-year add-on near 1 week per year on a ~16-week base, so a 5-year employee lands around 21 weeks (capped near 26), paid after a ~60-day notice with subsidized health. The per-year multiplier isn't publicly quantified — treat the 5-year figure as illustrative. Unvested RSUs forfeited. What applies to you depends on your specific grants and vesting dates; the full plan models them.
- Is Target 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 Target 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 Target figures come from
The typical package shown is ILLUSTRATIVE: Target's own 2015 layoff statement described a base of more than 15 weeks of pay for everyone affected, plus additional severance based on years of service. Employee accounts put the per-year add-on near 1 week per year on a ~16-week base, so a 5-year employee lands around 21 weeks (capped near 26), paid after a ~60-day notice with subsidized health. The per-year multiplier isn't publicly quantified — treat the 5-year figure as illustrative. Unvested RSUs 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.