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ADEA Compliance: Age Discrimination in Employment Act requirements must be considered, particularly for employees over 40 years old

OWBPA Requirements: Older Workers Benefit Protection Act mandates specific requirements for valid waivers, including review periods and right to revocation

Title VII Considerations: Title VII of the Civil Rights Act protections against discrimination must be addressed in the release

ADA Compliance: Americans with Disabilities Act considerations must be included in the release language

FLSA Rights: Fair Labor Standards Act claims cannot be waived and must be explicitly excluded from the release

NLRA Compliance: National Labor Relations Act rights must be considered and protected in the release

State Labor Laws: Applicable state-specific labor laws must be considered and addressed in the release

Review Period: 21 days for individual agreements, 45 days for group terminations involving employees 40 or older

Revocation Period: 7-day revocation period must be included for age-related claims

Non-Waivable Rights: Explicit exclusion of non-waivable rights including workers' compensation, unemployment benefits, and right to file EEOC charges

Consideration Requirement: Adequate consideration must be provided and clearly stated in the agreement

Clear Language Requirement: Release must use clear and unambiguous language that is easily understood by the employee

Legal Counsel Notice: Recommendation for the employee to seek independent legal counsel before signing

Confidentiality Provisions: Terms regarding ongoing confidentiality obligations and handling of sensitive information

Non-Disparagement: Clauses preventing both parties from making negative statements about each other

Company Property: Requirements for return of company property and confirmation of compliance

Future Claims: Specification that the release covers known and unknown claims up to the date of signing

Reference Policy: Terms regarding how future employment references will be handled