After you`ve entered into your severance pay agreement and had it consulted by your legal team, you`re ready to expand the offer to your staff. In your severance pay agreement, there should be details about how long the person must refuse or sign the offer. This is called the “observation period.” However, the worker may not accept and sign the termination of the employment contract before the end of this period, if he so wishes, but without any external pressure. The reason why the 21-day cooling-off period and the 7-day withdrawal period are standard practice is the Older Workers Benefit Protection Act (OWBPA) regulations, which set out rules governing how workers over the age of 40 are dismissed from the organisation. If you have an employee under the age of 40 who is threatening to take legal action and has changed his or her mind in the past, you may not want to offer that employee withdrawal rights. Such provisions help to ensure that the worker`s release of rights is knowingly and voluntary and does not result from coercion or coercion. The starting point is whether the program mentioned in the language cited above relates to the underlying termination decisions or to the severance pay offered after the termination decisions. However, the time given to an employee becomes a factor that a court considers in determining whether waiving Title VII, the Americans with Disabilities Act (ADA), or other non-ADEA claims are “knowingly and intentional.” Generally speaking, the more time an employer offers, the stronger the employer`s position. .