Le Négociateur de Package de Départ : Transformez une Offre de Licenciement en Meilleures Conditions
Pourquoi ce prompt est important
Most laid-off employees sign the first severance offer without pushing back, leaving weeks of extra pay, longer health coverage, or cleaner reference terms on the table — because the paperwork is written to feel final when in reality most of it has room to move, especially for anyone with more than a year or two of tenure.
À quoi nous l'utilisons
You're a mid-level employee who was just told in a short meeting that your role is being eliminated, and HR has handed you a severance agreement with a tight deadline to sign — and you have no idea which terms are fixed and which are actually negotiable.
Prompt
Role: Act as an experienced employment negotiation strategist who has helped hundreds of laid-off employees improve their severance terms without escalating to litigation. Context: I was informed on [DATE] that my position as [YOUR JOB TITLE] is being eliminated, after [YEARS AT COMPANY] years at [COMPANY NAME]. The stated reason is [REASON GIVEN, e.g. "restructuring", "role elimination"]. I have been offered: [SUMMARIZE SEVERANCE OFFER: WEEKS OF PAY, COBRA/HEALTH COVERAGE TERMS, ANY OTHER BENEFITS]. I am based in [STATE/COUNTRY]. [OPTIONAL: I believe there may be a legal issue because ___ / I have another job offer in progress / I am over 40 and this is part of a larger layoff round]. Task: Produce a severance negotiation strategy. Assess my realistic leverage level, give me a prioritized list of things to ask for split into "low-risk, standard asks" and "stretch asks worth trying," write a short negotiation script I can use verbatim or adapt, flag any red-flag clauses I should scrutinize in the paperwork, and tell me when this situation warrants consulting an employment lawyer before I sign anything. Constraints: Do not suggest threatening legal action unless I've described a specific fact pattern that could support a real claim (e.g. discrimination, retaliation, an age-related mass layoff). Be realistic about what a company will and won't move on — don't inflate my leverage. Do not assume I already have legal representation. Keep the script conversational, not confrontational. Output Format: 1. Situation Assessment (leverage level and why) 2. Prioritized Ask List (Tier 1: low-risk standard asks / Tier 2: stretch asks) 3. Negotiation Script (a short, usable opening + key points + response to pushback) 4. Red Flags to Check in the Paperwork 5. When to Consult an Employment Lawyer
Résultat
SITUATION ASSESSMENT: Leverage: Medium. Four years of tenure in a mid-level marketing role, no documented performance issues on file, and a facially neutral "restructuring" justification put you in a moderate leverage position. You don't have a discrimination claim or a competing job offer to apply pressure, but tenured, no-fault layoffs are exactly the situation where companies expect some pushback and typically build in room to negotiate.
PRIORITIZED ASKS
Tier 1 — Low-risk, standard asks:
- Extend severance from 4 to 6–8 weeks (roughly 1.5–2 weeks per year of tenure is a common informal benchmark)
- Extend the COBRA subsidy to a full 3 months instead of the standard offer
- Get written confirmation that any reference check will be limited to dates and title only, with no performance commentary
- Ask whether outplacement or career-transition services are available if not already offered
Tier 2 — Stretch asks worth trying:
- Request a lump-sum payout instead of salary continuation, so you're not penalized for finding a new job quickly
- Ask in writing whether any equity remains unvested and whether accelerated vesting is possible
- Push for the non-disparagement clause to be made mutual, so it also restricts the company
NEGOTIATION SCRIPT: "Thank you for this offer — I'd like to take the standard review period before signing. Before I do, I want to raise two specific requests: given my four years here, I'd like the severance extended to six weeks in line with typical tenure-based severance, and I'd like written confirmation that reference checks will be limited to dates and title. Could we revisit the offer with those two changes?"
RED FLAGS TO CHECK: An overly broad non-disparagement clause that could restrict discussing your own job search publicly, a waiver of "unknown claims" (standard, but worth having reviewed), and confirmation of your revocation window — in California, you're entitled to at least 7 days to revoke after signing, so don't sign under same-day pressure.
WHEN TO CONSULT A LAWYER: If the layoff followed a complaint you made about harassment, safety, or wages; if you're over 40 and this is part of a larger layoff round (which triggers additional federal disclosure requirements); or if the agreement includes a non-compete you didn't previously have.
Être licencié est déjà suffisamment stressant sans devoir aussi devenir un avocat du travail amateur le même après-midi. Les RH vous remettent un accord de départ, vous donnent un délai serré, et le langage est assez précis pour que s'y opposer semble risqué — même si la plupart des conditions de départ ont plus de marge de manœuvre que ne le suggère la paperasse.
Ce prompt est construit comme un briefing de négociation en cinq parties plutôt qu'un bloc unique de conseils génériques, car un employé licencié a besoin de choses différentes dans un ordre précis : d'abord, une lecture honnête de son levier réel, puis une liste concrète et priorisée de ce qu'il faut demander, puis des mots qu'il peut réellement prononcer, puis une checklist pour les petits caractères, et enfin un déclencheur clair pour savoir quand arrêter de négocier seul et appeler un avocat.
Pourquoi la liste de demandes à deux niveaux compte
Diviser les demandes en niveau « standard à faible risque » et « ambitieux » fait un vrai travail ici. Sans cette division, les gens ne demandent rien ou demandent tout à la fois.
Pourquoi la contrainte sur l'action légale existe
Le prompt interdit explicitement de recommander des menaces légales sauf si un véritable schéma de faits les soutient. Les conseils génériques de négociation en ligne exagèrent souvent le levier en laissant entendre que chaque licenciement a un angle légal caché.
Pourquoi les signaux d'alerte de la paperasse ont leur propre section
Les accords de départ mélangent des éléments négociables avec du texte juridique standard que les gens lisent rarement attentivement.
Entrez les détails réels de votre offre dans ce prompt, et vous obtiendrez une stratégie calibrée selon votre ancienneté et vos circonstances spécifiques — pas un conseil générique de « demandez toujours plus ».