The Case for Generous Severance
A thinking tool for getting clear on your severance philosophy — and making the case to your team or board.
This isn't a template to fill out. It's a resource to help you think through why generous severance matters, what it actually costs (spoiler: less than keeping someone in the wrong role), and how to talk about it with the people who need to say yes. Read it, share it, use the math to make your case.
From the Helia Library — a companion to "When It's Time for
Someone to Go"
When would I use this?
You believe in generous severance but need to convince your board, ED, or leadership team
You're about to have an opt-in conversation and need to figure out what you can actually offer
You want to think through your organization's severance philosophy before you need it (way better than figuring it out in the moment!)
You're navigating a special circumstance — long-tenured employee, tight budget, someone experiencing hardship — and want to see how others have handled it
You've been dragging your feet on a transition because you're not sure what a fair package looks like
What's Inside
The why: An honest take on work, capitalism, and why "work as family" doesn't serve anyone — plus the real reasons generous severance builds trust.
The math: A framework for comparing the cost of keeping someone in the wrong role (spoiler: it's always more than you think) versus the cost of a generous package. Useful for board and leadership conversations.
The framework: Base package components, supplemental offerings, and what to consider for special circumstances — long-tenured employees, tight budgets, and team members experiencing hardship.
How to use it: Suggestions for bringing this to your own leadership team, board, or HR partner — because having a philosophy before you need it changes everything.
How to Make This Yours
Option 1: Read and reflect
Work through it on your own. Get clear on your philosophy before you're in the middle of a transition. Ask yourself: what would I want if it were me?
Option 2: Share with leadership
Use the math section and framework to open a conversation with your board or leadership team. Most organizations handle severance ad hoc — this gives you a starting point for a real policy.
Option 3: AI-assisted scenario planning
What to upload:
This resource
Your current budget situation
Details about the specific transition you're navigating (tenure, role, circumstances)
The prompt: "Using this severance framework from Helia, help me think through what a generous package could look like for my specific situation. Interview me about my budget, the person's tenure and circumstances, and what I can realistically offer — then help me draft the package and talking points for my board/leadership."
Pro tip: Having the AI walk you through the cost comparison (keeping them vs. severance) can be a powerful exercise, even if you already know the answer.
Take what's helpful and make it your own.
When a Resource Isn't Enough
This piece helps you think through the philosophy and the numbers. It doesn't help you with:
Whether this specific person is actually the right person to transition (that's an opt-in conversation question)
Navigating the legal specifics of severance agreements in your state
Managing the emotional complexity of letting go of someone you genuinely care about
Restructuring your team after the transition
If You Want Help
Nina Jacinto from the Helia Collective is beautifully experienced in org restructures, layoffs, and thinking about all the ways you're making decisions for both the human and the organization.
She's a good fit if:
You need a thought partner on what a fair package looks like for a specific situation
You're navigating a board conversation about severance policy and want help framing it
The transition involves someone senior or long-tenured and the stakes feel high
You want to build a severance approach before you need one — not in the middle of a crisis
Ready to talk? → Email ninarjacinto@gmail.com with "Helia Connection" in the subject line
Not sure Nina's the right fit? [Book 30 minutes with Helia] and we'll help you figure out who in our Collective might be.
Related Resources
When It's Time for Someone to Go — The full article on opt-in conversations and why this approach works
Opt-In Conversation Guide — Scripts for the conversation itself — before, during, and after
Transition Communications Templates — What to say to your team, clients, and the departing team member after the decision is made
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