A severance agreement might seem fair at first glance, but many contracts mask terms that touch your future income, your reputation, and your legal rights. We see it every day. You deserve more than a fast exit. You deserve terms that protect your future.
Let’s talk about three key clauses employees often renegotiate for better control and security.
- Non-Disparagement Clauses Can Limit Your Voice
Non-disparagement clauses prevent one from speaking negatively of their employees. Many agreements write this rule in broad language; it could even prevent one from sharing honest work experiences with recruiters, industry contacts, or close peers.
If your employer can speak freely while you stay silent, you lose power. We often guide clients to request:
- Mutual non-disparagement.
- Clear limits on what counts as “disparagement”.
- The right to tell the truth in a legal or professional context.
An experienced Employment Lawyer helps you protect your voice while keeping your agreement professional and secure.
- Confidentiality Clauses Should Not Trap You
Confidentiality terms protect company information, but many go too far. Some prevent you from discussing the agreement with your spouse, financial advisor, or future employer. That creates real risk.
You should renegotiate confidentiality for the following reasons:
- Share terminology with your attorney.
- Speak with tax and financial planners.
- Explain your departure in job interviews.
A good Toronto Employment Lawyer will make sure you maintain necessary communication rights while respecting appropriate business privacy.
- Release-of-Claims Language Shapes Your Future Rights
This clause asks you to give up your rights to take legal action against your employer. Many agreements ask you to give up too much for very little money. Once you sign, you cannot later claim for discrimination, unpaid bonuses, or wrongful dismissal.
Before signing any release, we encourage you to verify:
- The money you get should match what you give up.
- You should only give up claims you already know about.
- You should still keep your rights for future problems.
An experienced Employment Lawyer can help you measure the true value of what you give up. Second advice often increases final payouts for professionals.
Why Professional Advice Changes Severance Outcomes
High-earning professionals face higher legal risk. Your severance will affect your bonuses, equity, benefits, and also your reputation. A trusted Toronto Employment Lawyer reviews not just the contract but also your full employment history, role, compensation structure, and termination context.
At Monkhouse Law, we focus exclusively on employment matters. We fight for fair severance and wrongful dismissal compensation to harassment claims and executive exits. We lead these cases daily across Ontario. You will receive strategic advice, not generic legal terms.
Final Thought
A severance contract might put a stop to one job, but it continues influencing the subsequent chances. It is advisable to spend time going through and negotiating the terms that have an impact on your money, your image, and your rights. Smart changes now prevent expensive problems later.
At Monkhouse Law, we protect employees throughout all transitional phases of their careers. You deserve strong terms, fair pay, and total clarity before signing a contract.
