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I think it depends on the situation. I definitely agree that performance-based firings would tend to be extremely brutal compared to the approach I advocate for here (largely due to the various risks posed by aggrieved employees).

Perhaps I should add that this advice best (only?) applies if you're leaving a company in a sort of "natural parting of ways" kind of situation? Thanks for the feedback.

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No only performance-based firings, but throw-someone-else-under-the-bus firings and bad-management firings. Also cost-cutting layoffs or outsourcing-layoffs.

Regardless of the cause, an employer almost-always will require a separation agreement be signed as a requisite action for any amount of severance pay. This is entirely to the benefit of the employer.

If it’s entirely to the benefit of the employer, why would anyone sign them?

Both sides get something from the agreement. Employer gets certainty. Employee gets certainty and some money.

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