Severance packages are usually negotiated under time pressure, often when you’re emotionally drained and trying to plan next steps quickly.
This guide gives you a practical checklist to break down what you are offered, what to clarify, and what you can realistically negotiate in Romania (especially for IT roles).
Note: this is not legal advice. The right answer depends on your contract, termination basis, and company policy.
TL;DR
- Separate what you are entitled to from what is being offered as compensation.
- Break the package into parts (money, timing, benefits, restrictions, and paperwork).
- Don’t sign the “final settlement” blindly: read the clauses (non-compete, waiver, confidentiality).
- Use a calculator to get a quick estimate then ask for the written breakdown:
First: understand what “severance” means in Romania
In practice, the word “severance” can refer to several different things:
- compensation offered in a termination agreement (“mutual termination” scenarios)
- amounts promised by internal company policy
- amounts that may appear in collective agreements (where applicable)
The key point: not every termination automatically includes a generous severance package. That’s why you should treat the package as a negotiation object and clarify what is guaranteed vs discretionary.
Step 1: Collect the documents (so you’re negotiating on facts)
Before you respond, gather:
- your employment contract (CIM) and addenda
- any internal policies referenced in the contract
- the written termination proposal / agreement draft
- your latest payslip (for gross vs net context)
- any bonus/stock plan documents (if applicable)
If you don’t have a written offer, ask for one. Verbal terms are not reliable in high-stakes situations.
Step 2: Break the package into parts (so you don’t miss hidden costs)
1) Base severance amount
Common framing is “X months of base salary”. Clarify:
- is it based on gross base salary or total compensation?
- does it include variable pay?
- is it a lump sum or paid across months?
2) Notice period
Clarify:
- is the notice period worked or paid out?
- can you be released early and still be paid?
- how does notice interact with severance (is severance in addition to notice or instead of it)?
3) Unused vacation days / outstanding rights
Often separate from severance itself, but still money:
- unused vacation day payout
- unpaid bonuses already earned (if applicable)
- reimbursements owed
4) Bonus and stock (if you have them)
Ask:
- what happens to annual bonus eligibility?
- what happens to RSUs/options: vesting schedule, cliff, acceleration, exercise windows
Many disputes come from “assumed” stock outcomes that were never written.
5) Benefits continuation
In IT, benefits can matter:
- private medical insurance continuation for X months
- access to wellness budgets or learning budgets (rare but possible)
If benefits are valuable to you (dependents, medical needs), negotiate them explicitly.
6) Restrictions and legal clauses
This is where people lose value without realizing:
- non-compete (scope, duration, geographic limits)
- non-solicitation (clients, employees)
- confidentiality and IP clauses (usually expected)
- “release of claims” / waiver clauses (you give up rights in exchange for the package)
If a clause restricts your ability to work, it has a price. Don’t accept it for free.
Step 3: Clarify gross vs net and payment timing
Two critical questions:
- Is the severance amount presented as gross or net?
- When is it paid, and in how many installments?
Practical checks:
- If you need certainty for rent/loan plans, ask for a clear payment date.
- If it’s split across months, confirm what happens if you find a job earlier (some agreements try to reduce payment).
Tool (quick estimate):
Step 4: Negotiation levers that actually work
You often can’t change “everything”, but you can usually improve one or two pieces.
Lever A: timing (and certainty)
You can trade:
- faster signature for
- clearer payment timing and fewer conditions
Lever B: scope of restrictions
If the company asks for broad non-compete language, propose:
- narrower scope (specific competitors only)
- shorter duration
- narrower geography
Lever C: support and reputation
Ask for:
- a written reference letter
- a LinkedIn recommendation
- an “employment confirmation” letter that states your role and dates (useful for future employers)
- outplacement support (career coaching, CV review)
Lever D: health coverage continuation
If you have dependents or ongoing needs, this can be more valuable than a small cash increase.
Practical scripts (short and professional)
Script 1: Ask for clarity
“Thanks for the proposal. Before I can review properly, can you send a breakdown of the package (gross vs net, payment dates, and what happens to bonus/stock/benefits)?”
Script 2: Push back on a restrictive clause
“I’m comfortable with standard confidentiality, but the current non-compete scope is too broad. I can sign if we narrow it to [scope] and [duration], or if we include compensation for the restriction.”
Script 3: Ask for one specific improvement
“If we can adjust [item] (e.g., payment timing / extra month / benefits continuation), I’m ready to close this quickly.”
Common mistakes
- signing quickly without reading the waiver/non-compete language
- assuming severance is net when it’s gross (or vice versa)
- ignoring unused vacation payout and other outstanding rights
- not asking what happens to stock/bonus
- not getting terms in writing
Next steps
If this is part of broader layoffs, see Layoffs. For timelines (working days, periods), use Working days in Romania. For salary context before your next role, start from Salary Insights.
