Offer a voluntary exit package, with scripts that work

You’ve been told to offer a voluntary exit package. You want to be clear, humane, and avoid any hint of pressure or bias. This guide gives you the exact words to use, how to handle the hard questions, and what to send after the meeting.

How do you open the conversation?

You open with purpose, then make the voluntary part unmistakable. Say what it is, that it’s optional, and your role. Then pause.

Try this: “I want to share an option the company is making available. It’s a voluntary exit package. My role is to explain the terms, answer questions, and make sure you have time and space to decide. This is optional, and there’s no penalty if you’re not interested.”

State timing and next steps up front: “You don’t need to decide today. The decision window runs through [date]. If you’d like details in writing and a meeting with HR, I’ll set that up.”

What do you actually say?

Use a simple structure: purpose, optional, high‑level terms, process, support.

Script beats:

- Purpose: “We’re aligning roles to priorities and offering a voluntary package.”

- Optional: “This is your choice. No negative impact if you don’t take it.” (Say this twice.) - High-level terms: “If you opt in, the package includes [severance formula], [benefits/COBRA/health coverage duration if applicable], and [outplacement/career support if any].” Only share what you’re authorized to. If unsure, say you’ll confirm with HR. - Process: “If you’re interested, you’d receive documents to review. You’ll have at least [X] days to consider and can speak with HR. I recommend you take the time you need.” - Support: “If you want to talk through scenarios, I’ll make space. I can’t advise on legal or tax matters; HR can point you to resources.”

How do you explain the offer without pressure?

Pressure kills trust and creates risk. Keep your language neutral. No nudging, no comparisons, no forecasts about their future here.

Say: “I’m not here to steer you either way. My job is to make sure you have clear information and time to decide.”

Avoid: “If I were you…,” “Others on the team are taking it,” “This might be your best chance,” “Given your performance, you should consider it.” These imply pressure or bias and can backfire.

If they ask what you think: “I don’t want to influence your decision. My role is to make the details clear and protect your time.”

What questions will they ask? Here’s how to answer cleanly

Be brief. If you don’t know, say so and follow up in writing.

Common questions and plain answers:

• “Is this targeted at me?” → “No. It’s a standard voluntary offer available to [group/eligibility]. Your choice won’t be held against you.”
• “Will there be layoffs later?” → “I can’t speculate. I can only speak to what’s confirmed today: this voluntary offer and its terms.”
• “Can I negotiate the amount?” → “The terms are standard. If you have a specific concern, I’ll pass it to HR.”
• “What happens to my bonus/stock/benefits?” → “I’ll get the precise details from HR and send them to you in writing.”
• “If I don’t take it, am I on a list?” → “No. Declining has no negative consequences.”
• “Can I talk to a lawyer or union rep?” → “Yes. You’ll have time to review and get advice. Check with HR or an employment lawyer for jurisdiction-specific questions.”

How do you handle pushback in the room?

When emotions spike, go slower, not faster. Acknowledge, restate the choice, and return to process.

Use this loop:

- Reflect: “I hear this lands hard and raises questions.”

- Re-center: “This is an option, not a requirement.” - Offer process: “Let’s get you the full packet and set time with HR. You don’t need to decide today.” - Document: “I’ll send a recap in writing so nothing is ambiguous.”

What do you write in the follow-up email?

Send facts, not persuasion. Keep it short and link to official docs.

Subject: Follow-up on voluntary exit option

Body:

“Thanks for the conversation today. To recap: the company is offering a voluntary exit package available to [eligible group]. This is optional and there is no penalty if you decline. The decision window is [dates]. Attached/linked are the official terms. HR contact: [name/email]. Please let me know if you’d like time with HR or if I can clarify anything logistical. I’ll respect your time and privacy while you consider.”

A script you can adapt

Before you walk in

• Get the exact eligibility criteria, dates, and terms from HR. Don’t guess.
• Align on what you can and cannot say. Script your opening and your boundaries.
• Confirm how questions on benefits, stock, bonus, immigration, and unemployment are handled. Direct legal/tax questions to HR or an employment lawyer.
• Book private, unhurried 1:1s. Avoid group briefings for the initial offer.
• Practice saying “This is optional” and “I can’t speculate” calmly, without defensiveness.
• Prepare a written recap template and the HR contact details before you meet anyone.

Rehearse it before you say it

Offering a voluntary exit is all about tone and boundaries—rehearse it out loud with Rehearse before you sit down for the real thing. Rehearse gives you an AI partner who plays the other person — by voice or face-to-face — then coaches you on clarity, empathy and structure.

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