What to send HR before you sign severance.

Dear [HR Contact],

Thank you for sharing the severance package details. I want to confirm a few things in writing before signing, and I have a small number of requests I'd like to discuss. I want to handle this professionally and in a way that works for both of us.

1. Confirming my last day worked

Could you confirm in writing the official "last day worked" date for my termination? My understanding is this is the date that triggers the H-1B 60-day grace period under 8 CFR 214.1(l)(2), and I want to make sure my paperwork reflects the same date your records show.

2. Request: RSU acceleration

My current offer accelerates 0% of my unvested RSUs. Based on grants I'd otherwise vest into in the coming year, this leaves approximately $80,000 of unvested equity unaccelerated. I'd like to request consideration for additional acceleration — full 100% if possible, or partial if the company has policy precedent for severance situations. Acceleration of unvested equity is a common element of severance packages at companies in our peer set, and given my contributions during my tenure, I'd appreciate the company considering this request. Happy to discuss what's feasible.

3. Request: Convert severance to unpaid leave-of-absence

As you may know, severance pay does not extend H-1B status — the grace period clock starts on the last day of physical work. I'd like to ask whether the company would consider converting some portion of the severance period (e.g., 8 weeks) into an unpaid leave-of-absence. This would let me maintain H-1B status during job search without impacting the company's overall severance cost. If the company has agreed to this arrangement for other H-1B workers in similar situations, I'd appreciate parity treatment.

4. Request: COBRA premium reimbursement during severance period

Could the company reimburse my COBRA premiums during the 12-week severance period? COBRA continuation runs $1,200-$2,500/month for family coverage; reimbursement during the severance period is a common employer concession that has minimal impact on the overall package size but materially helps the worker maintain continuous health coverage during job search.

6. For the record: employer return-transportation obligation

Per INA §214(c)(5)(A), an H-1B employer is required to pay reasonable cost of return transportation for an H-1B worker terminated before the end of the authorized period. I want to flag this in writing. If I ultimately need to depart the US within the 60-day grace period, I will follow up with a written request for return-transportation reimbursement under this provision.

I appreciate your time on these. I want to handle this collaboratively and would prefer to discuss any of the above by phone or video if helpful. Could we schedule 30 minutes this week?

Thank you again,

[Your Name]
[Phone]
[Personal Email]