DISMISSAL OR SEVERANCE PAY AND YOUR
UNEMPLOYMENT INSURANCE BENEFIT
This fact sheet tells you how dismissal or severance
pay may aect your eligibility to receive Unemployment
Insurance (UI) benefits.
WHAT IS CONSIDERED DISMISSAL OR
SEVERANCE PAY?
UI law defines dismissal pay as payments made by
an employer to an employee due to separation from
employment. Severance pay is considered dismissal pay.
It may be paid as a series of payments or as a lump sum.
Dismissal/severance pay does not include payments for
pension, retirement, accrued leave and health insurance
or payments for supplemental unemployment benefits.
WARN pay – payments made under the Worker
Adjustment and Retraining Notification Act (Article 25-A
of the Labor Law) – is not considered dismissal/severance
pay. The WARN Act states that UI benefits may not be
denied or reduced because of payments received under
the WARN Act.
IS DISMISSAL / SEVERANCE PAID IN A
LUMP SUM TREATED DIFFERENTLY
FROM PAYMENTS MADE OVER A PERIOD
OF TIME?
No. Any dismissal/severance pay you receive within 30
days of your last day of employment, whether as a lump
sum or in payments made to you over a period of time,
may aect your benefits under UI reform.
Usually, the time period covered by the lump sum
payment will be clearly spelled out in your dismissal/
severance pay agreement or plan. If it is not, the
Department of Labor’s Telephone Claims Center will
determine the time period that the lump sum payment
covers. They will look at your actual gross average
weekly pay or the gross average weekly pay of your
highest-earning calendar quarter in your base period* to
determine the length of time covered by the lump sum
dismissal/severance payment.
IF I RECEIVE DISMISSAL / SEVERANCE PAY,
HOW DOES IT AFFECT MY BENEFITS?
If you receive dismissal/severance pay within 30 days of
your last day of employment, you will not be eligible for
benefits immediately if:
• Your weekly dismissal/severance payments are greater
than the maximum weekly UI benefit rate
Or
• Your employer gave you a lump sum payment and the
weekly pro-rated amount of the payment is greater than
the maximum weekly UI benefit rate
You may be eligible to collect benefits if:
•
The weekly amount of dismissal/severance pay is the
same as or less than the maximum weekly UI benefit rate
Or
• The dismissal/severance pay is stopped and you have
enough earnings in the base period* to establish a claim
If you receive your first dismissal/severance payment
more than 30 days after the last day you work
ed, you
will be able to receive UI benefits if you meet the other
eligibility requirements.
If you are not sure whether or not you will receive
dismissal/severance pay, you should file for benefits and
let us determine if you are eligible. However, you must
call the Telephone Claims Center right away if you receive
a dismissal/severance payment within 30 days of your last
day of employment. If you don’t call right away, you may
receive an overpayment of benefits which you will need
to pay back. You also may be subject to penalties.
HOW DO I KNOW WHAT MY LAST DAY OF
EMPLOYMENT WAS FOR THE PURPOSES
OF DISMISSAL / SEVERANCE PAY?
Your last day of employment is the last day you were
actually working or were on paid leave, such as
scheduled vacation or medical leave.
P825 (3/22
)
WILL I BE ELIGIBLE FOR TRADE ADJUSTMENT
ASSISTANCE (TAA) OR TRADE
READJUSTMENT ALLOWANCES (TRA) IF I
RECEIVE DISMISSAL / SEVERANCE PAY?
Receiving severance pay does not aect your eligibility
for TAA. However, it will aect your eligibility for
receiving TRA. TRA is a weekly allowance payable after
your eligibility for UI benefits has been exhausted. In
order to be eligible for TRA, you must be eligible for
UI benefits first. This means you will not be eligible for
TRA if receiving dismissal/severance pay has made you
ineligible for UI benefits.
Please note: Although you may not initially be eligible for
UI benefits while you are receiving dismissal/severance
pay, you may become eligible for unemployment benefits
when your dismissal/severance payments end.
CAN DISMISSAL / SEVERANCE PAY BE
USED TO ESTABLISH A NEW CLAIM AFTER
THE DISMISSAL / SEVERANCE PAY PERIOD
ENDS?
No. Only wages or earnings for actual employment during
the base period* of a new claim can be used to establish
a new claim.
For more information about dismissal/severance pay, please
check the Frequently Asked Questions on our website at
www.labor.ny.gov/ui/claimantinfo/reform-faq.shtm.
*Base Period: Four completed calendar quarters in which
you must have been paid a minimum amount of wages to
qualify for UI benefits.
The New York State Department of Labor is an Equal Opportunity Employer/Program.
Auxiliary aides and services are available upon request and free of charge to individuals with disabilities TTY/TDD 711 or 1-800-662-1220 (English) / 1-877-662-4886.
