> The decision involved severance agreements offered to furloughed employees that prohibited them from making statements that could disparage the employer and from disclosing the terms of the agreement itself.
Was the agreement part of getting hired? or getting laid off?
That said, I suspect that this will result in a reduction of severance agreements since there is very little that the company can gain out of a severance agreement now (I am assuming this also extends to various "you can't sue the company for wrongful termination" and similar).
This wasn't the case from the establishment of the original precedent until 2020 when that ruling was reversed. We're simply going back to a state that has existed for decades, and in which severance agreements were by no means rare.
https://www.g-s-law.com/blog/disparagement-and-defamation-1-...
> Disparagement means anything negative statement about someone or something. So the non-disparagement provision in your employment agreement or severance agreement applies to any and every negative statement. It does not matter if the statement is true or not, opinion or fact. If your statement makes your employer look bad, it is disparagement.
If you have signed a non-disparagement agreement, the best advice is likely "decline to say anything about the subject."