Employee Separation Release

Draft Separation Agreements in Minutes, Not Hours

12 minutes with Para

Explore this workflow

Get started with Para

Para is an AI colleague for legal teams. Send it this work by email, Teams or Slack, and it hands back the finished document.

12 minutes with Para

What you'll need

Employment Details Summary
Existing Employment Agreements

Plans from $20 a month, with usage included.

Workflow

Overview

CaseMark's Employee Separation & Release skill drafts comprehensive U.S. separation agreements that exchange severance consideration for a full release of employment-related claims. The AI assembles all critical sections—from final pay and COBRA terms to OWBPA-compliant release language and post-employment obligations—while running an automated compliance checklist to catch gaps before finalization.

Drafting employee separation and release agreements is a time-intensive process requiring careful attention to OWBPA/ADEA compliance, state-specific final pay rules, benefits continuation, and post-employment obligations. A single missed provision—such as an inadequate consideration period or omitted carve-out—can render the entire release unenforceable, exposing employers to significant litigation risk.

CaseMark automates the drafting of separation and release agreements by assembling all required sections from your employment details and existing agreements. The AI ensures OWBPA/ADEA compliance, includes legally mandated carve-outs, and runs a comprehensive compliance checklist—delivering a production-ready agreement in minutes instead of hours.

How to hand this to Para

1. Send Para the files
Email them, drop them in a Teams or Slack message, or upload them.
2. Para runs the Employee Separation Release skill
It works from your files and checks its citations against the record.
3. The finished document comes back
Para returns it where you asked, usually as a DOCX, and offers the next step.

Example request · email, Teams or Slack

Para, run the Employee Separation Release skill for the Garcia matter. I've attached the Employment Details Summary and Existing Employment Agreements. Send the finished draft back here as a DOCX.

What Para does

1. Upload employment details, existing agreements, and equity plan documents
2. AI analyzes separation circumstances and assembles all required agreement sections
3. Review the draft with built-in compliance checklist for OWBPA, ADEA, and state law
4. Export the finalized separation agreement in your preferred format (DOCX, PDF)

What you get

Opening and Recitals
Separation Terms and Final Pay
Return of Company Property
Severance Consideration
Release of Claims with Carve-outs
OWBPA/ADEA Compliance Provisions
COBRA and Benefits Terms
Confidentiality and Post-Employment Obligations
Compliance Checklist

What it handles

OWBPA/ADEA-compliant release language with proper consideration and revocation periods
Comprehensive release of claims with legally required carve-outs
COBRA continuation and benefits subsidy terms
Post-employment restrictive covenants and confidentiality provisions
Equity treatment provisions for options, RSUs, and units
Built-in compliance checklist to flag gaps before finalization

Required documents

Employment Details Summary
Key employment information including employee name, title, start date, separation date, separation reason, final pay details, and severance terms
.pdf, .docx, .txt
Existing Employment Agreements
Current confidentiality, noncompete, non-solicitation, IP assignment, or arbitration agreements between the employer and employee
.pdf, .docx

Supporting documents

Equity Plan Documents
Stock option, RSU, or equity unit plan documents governing the employee's equity awards
.pdf, .docx
OWBPA Group Termination Data
Decisional unit information, eligibility criteria, and job titles/ages of affected and unaffected employees for group termination disclosures
.pdf, .docx, .xlsx
Benefits Summary
Current benefits enrollment details and COBRA eligibility information
.pdf, .docx

Why teams use it

Reduce drafting time from hours to minutes while maintaining compliance with federal and state employment laws

Eliminate common OWBPA/ADEA compliance errors that can invalidate releases for employees over 40

Ensure consistent, comprehensive coverage of all separation terms including equity, benefits, and restrictive covenants

Built-in compliance checklist catches missing provisions and legal gaps before the agreement reaches the employee

Questions

Does the agreement comply with OWBPA and ADEA requirements for employees over 40?

Yes. CaseMark automatically includes ADEA-specific release language, the required 21-day (individual) or 45-day (group termination) consideration period, and the 7-day revocation period mandated by the Older Workers Benefit Protection Act.

Can I customize the severance consideration and payment schedule?

Absolutely. CaseMark allows you to specify the severance amount, payment schedule (lump sum or installments), benefits subsidies, outplacement services, and equity treatment. The AI ensures the consideration exceeds existing entitlements as legally required.

Does the release include proper carve-outs for non-waivable claims?

Yes. CaseMark automatically includes carve-outs for non-waivable claims such as agency charges, workers' compensation, unemployment benefits, indemnification rights, and post-signing claims to ensure enforceability.

How does CaseMark handle state-specific requirements?

CaseMark incorporates governing law provisions and ties final pay, PTO payout, and other terms to applicable state law requirements. You specify the governing jurisdiction, and the AI adjusts the agreement accordingly.

Can I include post-employment restrictive covenants?

Yes. CaseMark can incorporate or reaffirm existing noncompete, non-solicitation, and confidentiality obligations, or draft new post-employment restrictions tailored to the separation circumstances.

Is the generated agreement ready to use as-is?

CaseMark produces a comprehensive, professionally drafted agreement with a compliance checklist highlighting any gaps. While the output is production-quality, we recommend attorney review before execution, particularly for complex separations or group terminations.