New York's "No Severance Ultimatums Act" prohibits employers from issuing coercive ultimatums to employees or former employees regarding severance.

The "No Severance Ultimatums Act" amends New York's labor law by adding a new section that prohibits employers from issuing coercive ultimatums to employees or former employees relating to severance agreements. Employers must notify employees of their right to consult an attorney, provide a minimum 21-day consideration period, allow a 7-day revocation period, and ensure the agreement is not effective until the revocation period expires. Severance agreements violating these provisions are deemed void and unenforceable. The act takes effect immediately.

New York's "No Severance Ultimatums Act" prohibits employers from issuing coercive ultimatums to employees or former employees regarding severance.

The "No Severance Ultimatums Act" amends New York's labor law by adding a new section that prohibits employers from issuing coercive ultimatums to employees or former employees relating to severance agreements. Employers must notify employees of their right to consult an attorney, provide a minimum 21-day consideration period, allow a 7-day revocation period, and ensure the agreement is not effective until the revocation period expires. Severance agreements violating these provisions are deemed void and unenforceable. The act takes effect immediately.