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PDF or Word. Contracts, leases, notices, agreements — anything legal.
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Document Review
Should you sign that severance agreement?
Upload your severance agreement and get a free AI legal review before you sign - the scope of the claims you are releasing, federal ADEA review windows, benefit and equity treatment, and clauses that commonly overreach.
Stored privately · Deleted after 30 days · Not used for AI training
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How it works
From upload to verdict in about a minute
Step 2
Watch the review stream live
The analysis is written onto your screen line by line while you watch — checked against your state's laws and applicable federal law.
Step 3
Get a straight answer
A clear verdict with specific recommendations — or confirmation your document is in good standing.
Coverage
What we check in your Severance Agreement
Scope of the claims being released
ADEA 21- and 45-day review windows
Seven-day revocation period language
Severance pay, benefits, and equity treatment
Non-disparagement and confidentiality scope
New restrictive covenants added at exit
Red flags
Red flags we catch in your Severance Agreement
These are the problems that show up again and again in uploaded documents like yours — each one is checked against the laws of the state you select.
Missing ADEA review period for workers 40 and over
Federal law (the Older Workers Benefit Protection Act, part of the ADEA) requires at least 21 days to consider a release of age-discrimination claims - 45 days in group terminations. Without it, the age-claim release is generally ineffective.
No seven-day revocation period
The same federal rules give a worker 40 or over seven days to revoke after signing. Agreements that skip or shorten the revocation window fail the statutory checklist.
Releasing claims that cannot be released
Unemployment benefits, workers' compensation, accrued wages, and the right to file or participate in an EEOC charge generally cannot be signed away - broad releases that sweep them in overreach.
Non-disparagement with no protected-activity carve-out
Recent federal labor-board decisions and several state laws limit broad gag and non-disparagement clauses in severance agreements, particularly ones with no carve-out for legally protected speech.
New restrictive covenants slipped into the exit
Severance agreements sometimes introduce a non-compete or non-solicit that was never part of the original employment terms - new obligations exchanged for the payment.
Missing group-termination disclosures
In layoffs of two or more, the federal 45-day window comes with a required disclosure of the decisional unit, eligibility factors, and the ages and job titles of those selected and not selected.
Vague payment timing and clawback triggers
Severance conditioned on undefined cooperation, or subject to open-ended clawbacks, can leave the payment far less certain than the headline number suggests.
Optional paid revision
If we find problems, we can fix them
After your free report, you can choose to have every finding fixed for you. You get back a complete revision package:
Revised document
Every finding addressed; everything else untouched.
Redline comparison
See exactly what changed, clause by clause.
Summary of changes memo
A plain-English memo explaining each fix.
Editable Word file
Keep editing the revised document yourself.
$49 · one-time · only if you choose
Cost comparison
What it costs to review your Severance Agreement
| Option | Typical cost |
|---|---|
| Free AI review | $0 |
| AI revision package | $49 one-time |
| Typical attorney review | $300–$800 |
Attorney fees vary widely by market, firm, and document complexity — the range shown reflects typical flat-fee marketplace rates.
FAQ
Common questions
No. The review is an automated, informational analysis of your document. It is not legal advice, and no attorney-client relationship is created. For advice about your specific situation, consult a licensed attorney in your jurisdiction.
Your document is stored privately, used only to produce your review, and never used to train AI models. It is automatically deleted after 30 days.
Text-based PDF and Word (.docx) files up to 25 MB. Scanned or image-only PDFs cannot be read yet - re-export the document as a text-based PDF or .docx and upload that instead.
If your free report finds problems, you can optionally have us fix them for a one-time $49: a revised version of your document with every finding addressed, a redline comparison showing exactly what changed, a Summary of Changes memo, and an editable Word file.
Yes. The review and the full report are free - no credit card and no subscription required. You only ever pay if you separately choose an optional paid service after seeing your report.
If you are 40 or older, federal law requires at least 21 days to consider an agreement releasing age-discrimination claims - 45 days in a group termination - plus 7 days to revoke after signing. Under 40, no federal minimum applies, though some states add their own timing rules and nothing requires you to sign on the spot.
The first offer is frequently not the final one. Severance amounts, benefit continuation, equity treatment, reference language, and the scope of restrictive covenants are all commonly negotiated - and knowing which clauses are overreaching or defective is the usual starting leverage.
Generally no - in most states the right to unemployment benefits cannot be waived by private agreement, and severance releases typically carve it out. An agreement that purports to release unemployment claims is a red flag the review will surface.
Agreements can generally waive your right to recover money from claims you release, but the right to file a charge with, or participate in an investigation by, the EEOC is protected. Clauses that purport to bar filing altogether are commonly treated as unenforceable overreach.
For workers 40 and over, a release that skips the required review period, revocation window, or advice-to-consult-an-attorney language generally does not waive age-discrimination claims - even if signed. The rest of the agreement may still operate, which is why the defect matters to both sides.
This review is an automated, informational analysis and is not legal advice. No attorney-client relationship is created. For advice about your specific situation, consult a licensed attorney in your jurisdiction.