Plan de départ volontaire ou licenciement économique… · 9 places

The common US formula is one to two weeks of pay per year of service, and many employers cap it at 26 weeks.

For a worker with ten years of service, a one-week-per-year formula produces ten weeks of base pay; a two-week formula produces twenty.

Most common: 1-2 weeks per year, 30-90 days health via COBRA subsidy, outplacement help

Typically 1–2 weeks per year (or 8–16 week floor) plus limited COBRA subsidy and career services

The default corporate package grants 1 to 2 weeks of base pay per year worked, 2 months of COBRA, and undisputed state unemployment benefits in exchange for signing away rights to sue.

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The worker may leave with little or no severance, and the exit is not counted as a layoff in any statistic.

Unlike a formal redundancy, a performance-based exit may provide neither a severance offer nor a clear lack-of-work explanation for unemployment purposes.

No formal severance, labeled performance not layoff, loses leverage for unemployment and rehire

Often little or no severance; worker may negotiate or resign; higher risk of contested unemployment

Offered 4 to 8 weeks of lump-sum transition pay if they agree to leave immediately rather than suffer through an unwinnable 30-day performance review.

Sold as a chance to improve, used as an exit ramp: quit early and in most states you forfeit unemployment too.

Up to 39 weeks of base pay plus continued vesting and paid health cover.

A lawful layoff can provide zero weeks of severance even after many years of service; qualifying WARN notice is a separate protection.

0 weeks, no health extension, no stock, voluntary quit label kills unemployment - worst keep

Notice only (or pay in lieu under WARN if applicable); unemployment available if eligible

Standard individual firing under U.S. at-will doctrine: the worker receives only their final paycheck and accrued vacation, but can collect state unemployment.

Legal across most of America: the only federal floor is 60 days' notice for big cuts — pay above that is policy, not law.

The employer never has to say it is cutting staff, so notice, severance and layoff statistics all miss it.

A worker who cannot move or meet a new attendance requirement may leave without a formal layoff package, even though the decision was triggered by the employer.

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Worker can decline and receive standard (or minimal) severance; choice exists but is constrained

Employers eliminate remote roles or mandate office moves to force self-terminations, paying $0 in severance while contesting unemployment claims as 'voluntary quits.'

The cheapest cut of all: those who resign keep no severance, and the employer never announces a layoff.

Federal law requires no severance at all, so the floor is the notice period plus accrued pay.

Weeks of pay by years of service, limited or no health subsidy beyond COBRA, stock typically forfeited

Four weeks plus one per year, a 26-week ceiling — and unvested stock worth more than the check can disappear the same morning.

A negotiated agreement can preserve salary, benefits and career flexibility, but there is no guaranteed multiplier: the written deal determines the result.

The only exit where the number is not a formula: workers 40+ get 21 days to weigh it — 45 days in a group cut.