Legal Disclaimer

No Legal Advice

The content on this website, including analysis results, reports, document templates, counter-offer letters, response scripts, escalation timelines, and any other materials (collectively, "Content"), is provided for educational and informational purposes only. The Content does not constitute legal advice and should not be relied upon as such.

Every severance situation is unique. The applicability of legal principles depends on specific facts and circumstances that cannot be fully captured by an online questionnaire. Laws vary significantly by jurisdiction — including across US states, Canadian provinces, Mexican federal law, and UK employment law — and change frequently. They may be subject to differing interpretations by courts, tribunals, and administrative agencies.

No Attorney-Client Relationship

Your use of SeveranceIQ does not create an attorney-client relationship between you and Number One Son Software Development, its owners, employees, or agents. Communications through this website (including form submissions, emails, and support inquiries) are not protected by attorney-client privilege.

Accuracy of Information

While we strive to provide accurate and up-to-date information about employment law and severance practices, we make no representations or warranties about the completeness, accuracy, reliability, suitability, or availability of any information provided by the Service. Specifically:

• State and federal employment laws referenced by the Service are based on our research and may not reflect the most recent legislative changes, court decisions, or regulatory guidance.
• Severance benchmarks and industry data are based on aggregate research and may not accurately reflect your specific industry, role, company, or geographic market.
• WARN Act analysis is based on information you provide and publicly available thresholds. Actual WARN Act compliance is determined by complex legal factors that may not be captured by our analysis.
• OWBPA compliance analysis is a general assessment and does not constitute a legal opinion on the validity of any specific release or agreement.
• AI-generated documents (counter-offer letters, response scripts, etc.) are produced by artificial intelligence and should be reviewed carefully before use. They may contain errors, omissions, or language that is not appropriate for your specific situation.

Illustrative Statistics

Statistics, figures, and benchmarks displayed on the Service (including but not limited to average severance improvement amounts, number of analyses completed, and estimated amounts "left on the table") are illustrative estimates based on aggregate industry data and research. They are provided for educational context and do not represent guaranteed outcomes. Individual results vary significantly based on specific circumstances, employer policies, legal factors, and negotiation dynamics.

Testimonials

Any testimonials or case studies displayed on the Service are illustrative examples. Individual results vary and are not guaranteed. Past negotiation outcomes do not predict future results. Testimonials may be composites or hypothetical examples created for educational purposes and do not represent the experience of any specific individual.

Use at Your Own Risk

Any reliance you place on information provided by SeveranceIQ is strictly at your own risk. We disclaim all liability and responsibility arising from any reliance placed on such information by you, or by anyone who may be informed of its contents.

You acknowledge that sending a counter-offer letter, negotiating with your employer, or taking any action based on information from the Service may have significant consequences, including but not limited to changes to your severance offer, delays in payment, or adverse effects on your employment relationship. You assume all risk associated with such actions.

Jurisdiction-Specific Notices

SeveranceIQ does not engage in the practice of law in any jurisdiction. The provision of general legal information and educational resources, document templates, and AI-generated content does not constitute the practice of law, the provision of legal advice, or the provision of legal services. This applies across all jurisdictions where our content is available, including but not limited to the United States, Canada, Mexico, and the United Kingdom.

Canada: SeveranceIQ is not a law firm or paralegal licensee. Information about provincial employment standards and common law reasonable notice is educational only. For legal advice, consult a licensed employment lawyer in your province.

Mexico: SeveranceIQ is not a despacho jurídico (law firm) and does not provide asesoría legal (legal counsel). Information about the Ley Federal del Trabajo is educational. Consult a licensed abogado laboral for legal advice.

United Kingdom: SeveranceIQ is not a solicitors firm, barristers chambers, or regulated legal service provider. Information about UK employment law, redundancy rights, and settlement agreements is educational only. Consult a qualified employment solicitor or seek advice from ACAS or Citizens Advice.

If you believe that any content on the Service constitutes the unauthorized practice of law in your jurisdiction, please contact us immediately.

When to Seek Legal Counsel

We strongly recommend consulting with a licensed employment attorney or solicitor if:

• Your severance or redundancy package is worth more than $10,000 / £8,000 / $13,000 CAD / $200,000 MXN
• You believe you were terminated due to discrimination, retaliation, or whistleblowing
• Your employer has violated the WARN Act, OWBPA, provincial employment standards, or UK collective consultation rules
• You are being asked to sign a non-compete, restrictive covenant, or settlement agreement
• You are unsure about any clause in your severance, termination, or redundancy agreement
• You are involved in any legal dispute with your employer
• You believe your termination was wrongful, unfair, or constructive for any reason
• Canada: Your employer is offering only ESA statutory minimums without common law reasonable notice
• Mexico: Your employer is pressuring you to sign a voluntary resignation (renuncia voluntaria)
• UK: You are being asked to sign a settlement agreement without independent legal advice

Many employment lawyers offer free initial consultations. In the US, your state bar association can provide referrals. In Canada, contact your provincial law society. In the UK, visit the Law Society's Find a Solicitor tool or contact ACAS. In Mexico, contact your local Junta de Conciliación y Arbitraje.

Contact

Questions about this disclaimer may be directed to:

Number One Son Software Development
Contact Us
Website: severanceiq.app