O Negociador do Pacote de Rescisão: Transforme uma Oferta de Demissão em Condições Melhores
Porque é que este prompt importa
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.
Para que o usamos
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
Resultado
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.
Ser demitido já é estressante o suficiente sem também ter que se tornar um advogado trabalhista amador na mesma tarde. O RH entrega um acordo de rescisão, dá um prazo apertado, e a linguagem é precisa o bastante para que contestar pareça arriscado — mesmo que a maioria das condições de rescisão tenha mais margem para negociação do que a papelada sugere.
Este prompt foi construído como um briefing de negociação em cinco partes, em vez de um bloco único de conselhos genéricos, porque um funcionário demitido precisa de coisas diferentes em uma ordem específica: primeiro, uma leitura honesta de quanta influência realmente possui, depois uma lista concreta e priorizada do que pedir, em seguida palavras que possa realmente dizer em voz alta, depois uma checklist para as letras miúdas, e finalmente um gatilho claro para saber quando parar de negociar sozinho e chamar um advogado.
Por que a lista de pedidos em dois níveis importa
Dividir os pedidos em nível "padrão de baixo risco" e "ambicioso" faz um trabalho real aqui. Sem essa divisão, as pessoas ou não pedem nada ou pedem tudo de uma vez.
Por que a restrição sobre ação legal existe
O prompt proíbe explicitamente recomendar ameaças legais, a menos que um padrão real de fatos as sustente. Conselhos genéricos de negociação na internet frequentemente exageram a influência ao insinuar que toda demissão tem um ângulo legal oculto.
Por que os sinais de alerta da papelada têm sua própria seção
Os acordos de rescisão combinam itens negociáveis com texto jurídico padrão que as pessoas raramente leem com atenção.
Insira os detalhes reais da sua oferta neste prompt, e você obterá uma estratégia calibrada para sua tenure e circunstâncias específicas — não um conselho genérico de "sempre peça mais".