What’s your severance package actually worth?

Three decisions in week 1 of your layoff move the dollar number by $20K-$200K combined: RSU acceleration (rarely included by default), 401(k) disposition (the non-resident-alien cash-out math is brutal), and severance pay vs unpaid leave (severance does NOT extend H-1B status — unpaid leave does). This calculator does the math.

Your numbers

All figures stay in your browser. We do not store anything until you ask us to email you a written negotiation script.

Severance offer

Total severance pay ($)

Severance period (weeks)

Equity at termination

Unvested RSU value ($)

Estimate at current FMV. Grant × unvested-fraction.

RSU acceleration offered (%)

Often 0%. The offer rarely says — read the term sheet.

Vested ISO/NSO bargain element ($)

(FMV − strike) × vested-shares for stock options.

401(k)

Current 401(k) balance ($)

Your age (for 59½ penalty trigger)

Tax treaty + timing

Country of birth (treaty)

Affects the NRA distribution withholding rate.

Grace period days remaining

Pull from the grace calculator if unsure.

days

Information only — not tax / legal / financial advice

Tax outcomes vary by state, treaty, filing status, and prior-year residency. Before signing severance, pair this output with a CPA familiar with non-resident-alien rules and an immigration attorney.

Total addressable value

You have ~$33,333 of addressable value across these decisions. The 401(k) and RSU items are pure math; the unpaid-leave swap depends on your employer.

Decisions, ranked by dollar impact

Tap any decision to see the math + the negotiation framing.

Convert severance to unpaid leaveHigh value

$33,333

Ask HR to convert 8 weeks of severance into unpaid leave-of-absence. Severance pay does NOT extend H-1B status; unpaid leave with continued employer relationship DOES. Keeps health insurance and the visa clock paused.

·Severance weekly value: $4,167/wk × 12 weeks
·Convertible to leave: ~8 weeks
·Unpaid leave preserves H-1B status. Severance pay does not.
·Each week of leave is a week your 60-day clock isn't running.
·Some employers refuse — but the ones with HR experience handling H-1B often agree because the cost to them is the same.

Roll 401(k) to IRA

Your 401(k) balance is small enough that the cash-out math is roughly neutral.

·Current balance: $0
·Cash-out as NRA → ~$0 after 30% FDAP + 10% early-withdrawal penalty (under 59½)
·Rollover to IRA → $0 preserved, tax-deferred until distribution

Negotiate RSU acceleration

Your offer already accelerates 100% of unvested — nothing to recover here.

·Unvested RSU value: $0
·Offer accelerates: 0% → $0 recovered
·Forfeited at signing: $0
·RSU acceleration is the most-negotiable line item in tech severance. Asking is free.

Before you sign — ask for these in writing

Ask for full RSU acceleration (current offer: 0%)
Ask if any portion of severance can convert to unpaid leave-of-absence
Ask for an extended ISO/NSO exercise window (12 months instead of 90 days)
Ask for COBRA premium reimbursement for the severance period
Confirm the official 'last day worked' (the date that starts your H-1B 60-day clock) in writing
Get the employer's written commitment to NOT withdraw the H-1B petition early — they're required to file a withdrawal but timing matters

Disclaimers

·Information only — not tax, legal, or financial advice.
·Tax rates assume non-resident-alien status at distribution. Resident-alien rules differ materially.
·RSU acceleration depends on your specific equity plan and severance agreement language.
·Verify with a CPA familiar with NRA rules + an immigration attorney before signing severance.

Want negotiation scripts in writing?

The Priority Plan ($129) includes word-for-word templates for asking HR about RSU acceleration, unpaid-leave conversion, ISO window extension, and COBRA reimbursement — plus the rest of the personalized 60-day plan.

This is an information-only tool, not legal advice. You are responsible for your decisions. When in doubt, consult an immigration attorney.