Severancesim

Workforce reductions create several obligations at once: severance policy, notice timing, paid-leave payout, continuation coverage, equity treatment, separation agreements, protected-class concentration and external communications. The supplied research confirms enterprise compliance software, a free point-in-time calculator and a public 50-state notice-filings feed, but found no small-company product combining probabilistic ranges with board-ready cohort review. Severancesim imports only authorized workforce and policy data, versions every assumption and compares named scenarios through P10/P50/P90 liability ranges. These are model outputs under declared assumptions, not actuarial certification, legal advice, a prediction of claims or permission to terminate anyone. Employee identity, cohort analysis and individual employment decisions remain separated. The product can flag missing evidence and concentration for counsel review, but it cannot infer protected status, score a person for termination, determine lawful selection or automate notices, agreements, payments or communications. Recommendation, counsel review, approval, HR action, provider acknowledgment, employee receipt, payment, claim, correction and later outcome are distinct states. Any operational step remains outside the simulator unless separately authorized, verified and independently read back.

A head of HR, people operations leader or employment counsel at a 100–1,000-person company preparing scenarios for executives and the board before a possible workforce reduction.