# How to Update Your Severance Policy Without the Drama: A Practical Guide

[Jeremy Leon](/content/explore/about/jeremy-leon/index.html)

## **Map Your Current State (It's Probably Messier Than You Think)**

Most organizations have a patchwork of severance approaches, not a unified policy. Before changing anything, understand what you're working with:

- How are COBRA subsidies currently structured? (percentage, duration, tied to tenure?)
- Different policies for voluntary vs. involuntary exits? Executives vs. general workforce?
- Where does severance language live? (agreements, handbooks, offer letters, RIF packages)
- Your constraint: Enterprise (5,000+ employees) typically can't change mid-RIF. Smaller companies have more flexibility.

This mapping usually takes 1-2 weeks and surfaces surprises. Better now than during implementation.

## **Build Your Internal Coalition Early**

Policy changes succeed or fail based on politics, not policy. Get your champions aligned early:

**Essential allies:**

- **Benefits leader** 
- **Legal/GC** 
- **Finance/CFO** 
- **HRIS/IT**

**Address common friction upfront:**

- _"Can't change mid-RIF"_ → Position as prep for future or continuous improvement for turnover
- _"Legal won't approve"_ → Share Fisher Phillips opinion immediately
- _"Will upset employees"_ → Show employee savings data from implementations
- _"No bandwidth"_ → Detail actual requirements (less than they think)

**Pro tip:** Find an executive champion who's dealt with COBRA costs personally, through a RIF or renewal shock. Personal experience creates urgency.

## **The Legal Review: How to Make It Fast**

Legal reviews don't take months. Most delays happen because attorneys lack information upfront.

**Provide immediately:**

- Fisher Phillips legal opinion (validates COBRA compliance)
- Template severance language (When provides)
- One-page summary of how it works
- Specific questions you need answered

**Timeline:** With materials upfront, 1-2 weeks. Beyond three weeks means something's stuck, schedule a call to unblock.

## **Update Documentation Strategically**

Don't overhaul everything at once. Start with what matters:

### **Phase 1 - Core documents** (Must-have, Week 1)

- Standard severance agreement template
- Executive agreement (if different)
- Separation letter mentioning When Benefit

### **Phase 2 - Supporting materials** (Nice-to-have, later)

- Employee handbook updates
- Manager offboarding guide
- FAQ documents

When provides Phase 1 templates. You customize to match your terminology. Most organizations complete this in one week post-legal approval.

**Quick-start option:** For upcoming RIFs, implement just for that population without changing standing policy. Pilot first, then roll out broadly.

## **Communicate the Change Strategically**

**Sequence matters:**

1. **Internal stakeholders first** 
2. **Employee-facing materials** 
3. **Timing** 
4. **For active employees**

## **What the Timeline Actually Looks Like**

### **Week 1-2: Discovery and alignment**

- Map current severance structure
- Build internal business case
- Identify stakeholders and champions
- Schedule kickoff with When team

### **Week 2-3: Legal review**

- Provide Fisher Phillips opinion and templates to legal counsel
- Address questions and concerns
- Finalize severance agreement language
- Get legal approval

### **Week 3-4: Documentation and setup**

- Update core severance documents
- Customize When Benefit parameters (amount, duration, reimbursement method)
- Configure HRIS integration for data flow
- Prepare manager and HR communication materials

### **Week 4: Launch preparation**

- Brief HR team and key managers
- Test data integration
- Confirm processes for triggering When outreach
- Finalize internal and external communication

**Total timeline: 3-5 weeks** from decision to ready for deployment

**The fast-track option:** Organizations with urgent needs can compress this to 2 weeks by running legal review and documentation updates in parallel.

## **What Actually Takes Time (And What Doesn't)**

### **Fast parts:**

- Legal review (with right materials): 1-2 weeks
- Documentation updates: 1 week
- Platform configuration: 2-3 days

### **Slower parts:**

- Getting everyone scheduled: 1-2 weeks
- Internal consensus building: Ongoing
- Manager enablement: Plan for 2-3 sessions
- Cultural acceptance: 3-6 months post-launch

The mechanics are straightforward. Change management is where you earn your money—but it's worth it.

## **When to Pull the Trigger**

Some organizations wait for the "perfect moment." It doesn't exist.

**Good timing:**
- Start of fiscal/calendar year
- After renewal with premium shock
- 90+ days before planned RIF
- After successful pilot with specific group

**Complicated timing:**
- During active RIF execution
- Right after layoff bad PR
- When leadership is distracted by other priorities

**The reality:** Every month you wait is another month of inflated COBRA costs. The best time is usually now.

## **The Bottom Line: It's a Project, Not a Transformation**

Changing your severance policy to include the When Benefit is a 3-5 week project with immediate ROI. It's not a transformation, it's a discrete initiative with clear deliverables.

**We get it:** For many organizations, this may be the first time you've touched your severance policy in years—maybe ever. It's new territory, and that can feel uncomfortable. But that's exactly why we've built this process to be guided and repeatable. We do this every day. You don't need to figure it out alone.

You've changed vendors and updated policies before. This is no different. Except the ROI typically shows up in the first quarter.