DC Employment & Severance Agreement Lawyer

Employment relationships are sometimes governed by contracts that dictate the duration of employment, the terms of compensation, or state that the employee may be terminated only for good cause. Employers sometimes also require employees to sign a non-compete, non-solicitation, or confidentiality agreement that restricts how employees may use knowledge gained during employment after they leave.

At the end of an employment relationship, some employers offer severance to a terminated employee — often in exchange for a release, an agreement that the employee won’t bring any legal claims against the employer.

Roshni Shikari reviews and negotiates employment contracts, restrictive covenants, and separation agreements for employees throughout the DC area.

DC’s Ban on Non-Compete Agreements

DC has one of the most restrictive non-compete laws in the country. Under the DC Ban on Non-Compete Agreements Amendment Act, most non-compete provisions are unenforceable against most DC employees, regardless of what the agreement says. There are exceptions, including for highly compensated employees above a certain income threshold and certain medical specialists, so whether a specific non-compete is enforceable depends on the details of your role and compensation. Many employees, and even some employers, aren’t aware of how broad this ban is, which means a non-compete you were told to take seriously may not be enforceable at all.

What to Know Before You Sign

• You’re often not required to sign immediately. Employers sometimes create a sense of urgency to sign a severance agreement or contract, but you typically have more time than you’re given, and rushing can mean giving up leverage.
• If you’re 40 or older, federal law gives you a specific time to review a release. Under the Older Workers Benefit Protection Act, employees 40 and older must generally be given at least 21 days to consider a severance agreement that releases age discrimination claims (45 days in connection with a group layoff), plus 7 days to revoke their signature after signing.
• A release usually waives more than you might expect. Severance agreements often release not just the specific dispute at hand but any claim you could otherwise bring against the employer, known or unknown. Understanding exactly what you’re giving up is essential before you sign.
• Terms are often negotiable. Severance amounts, non-disparagement language, references, and the scope of any restrictive covenants can frequently be negotiated, but usually only before you sign, not after.
• Have an attorney review any agreement before you sign it, whether it’s an offer letter with a non-compete attached or a severance package presented on your last day.

Why Work With a DC Employment Agreement Attorney

Once you sign an agreement, its terms are difficult or impossible to undo. Roshni Shikari reviews contracts and separation agreements closely to identify problematic provisions, such as an overly broad non-compete, a release that reaches further than it should, or severance terms that don’t reflect what you’re actually owed. She then negotiates on your behalf before you’re locked into the agreement.

The Shikari Law Firm takes a personalized approach to every agreement review, focused on what matters most to each client, whether that’s maximizing severance, protecting future job opportunities, or simply understanding what a contract actually requires.

Contact The Shikari Law Firm for a Free Consultation

Before you sign an agreement that could affect your rights for years to come, contact The Shikari Law Firm for a free consultation.