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Age Discrimination in Employment Act (ADEA): Federal law that protects workers 40 and older from employment discrimination and has specific requirements for severance agreements

Older Workers Benefit Protection Act (OWBPA): Amendment to ADEA that sets specific requirements for waivers of age discrimination claims in severance agreements

Employee Retirement Income Security Act (ERISA): Federal law governing employee benefit plans and their administration post-employment

Fair Labor Standards Act (FLSA): Federal law ensuring proper payment of wages, overtime, and other compensation that might be part of severance calculations

WARN Act: Federal law requiring advance notification of qualified plant closings and mass layoffs, which may affect severance terms

Internal Revenue Code Section 409A: Tax regulations governing deferred compensation arrangements, including certain severance payments

Title VII of the Civil Rights Act: Federal law prohibiting discrimination based on race, color, religion, sex, and national origin, which must be considered in release provisions

Americans with Disabilities Act (ADA): Federal law protecting rights of individuals with disabilities, which must be addressed in release provisions

Equal Pay Act: Federal law requiring equal pay for equal work regardless of gender, relevant for severance calculations

National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and bargain collectively, which may affect severance terms

State Labor Laws: Varying state-specific requirements for employment termination, severance payments, and employee rights

State Unemployment Compensation Laws: State-specific regulations regarding unemployment benefits and their interaction with severance payments

State Notice Requirements: State-specific rules for providing notice of termination and related severance obligations

State Non-Compete Regulations: State-specific rules governing the enforceability and scope of non-compete agreements in severance contexts