Settlement Agreement Solicitors
If you have been offered a Settlement Agreement by your employer, you are legally required to get independent legal advice. Our SRA-regulated solicitors are here to provide clear, fast, and confidential guidance to ensure the offer is fair and your interests are protected.
This page is for employees. If you are an employer seeking advice, please visit our dedicated page.
What is a Settlement Agreement?
A Settlement Agreement is a legally binding document between an employee and employer. It is typically offered to end employment on agreed terms, and in return for a financial payment, the employee agrees not to pursue future legal claims. For it to be valid, you **must** receive independent legal advice from a solicitor.
What We Do For You
Our role is to provide you with expert, independent advice to ensure you are getting a fair deal. We are on your side.
Who Pays for the Advice?
In almost all cases, your employer will pay a contribution towards your legal fees for this advice, meaning there is often no cost to you.
Is it a Good Offer?
We will review the entire agreement and advise if the financial package is fair and reflects any potential claims you may have.
Real-World Example: Negotiating a Better Deal
The Situation: A long-serving employee was made redundant and offered a basic settlement agreement that only included their statutory redundancy pay.
The Problem: The employee felt the selection process for redundancy was unfair and that the offer didn't reflect their years of service and the circumstances of their departure.
Our Action: We reviewed the agreement and identified a potential claim for unfair dismissal due to a flawed process. We entered into negotiations with the employer on a "without prejudice" basis.
The Outcome: We successfully negotiated a significantly enhanced financial package for our client, which included an ex-gratia payment, a positive job reference, and a contribution to their legal fees. This provided them with a much better financial cushion and avoided a stressful Tribunal claim.
"Clear, Commercial Advice that Protected Our Business"
Your Questions Answered
Protecting Your Business
Template contracts often fail to provide adequate protection for your business. A solicitor-drafted contract is tailored to your specific industry and roles, including robust clauses on confidentiality, intellectual property, and restrictive covenants to protect your business interests if an employee leaves.
We recommend reviewing your staff handbook and policies at least once a year. Employment law changes frequently, and an outdated handbook can leave you exposed to legal risk. We can provide an audit of your existing documents to ensure they are fully compliant.
A fair redundancy process requires genuine business reasons, a fair selection pool and objective criteria, and meaningful consultation with affected employees. Failure in any of these areas can lead to successful claims for unfair dismissal. We provide step-by-step guidance on redundancy procedures to ensure they are legally compliant.
You must follow a fair and formal process as outlined in your company policy and the ACAS Code of Practice. This includes investigating the grievance, holding a formal meeting, and offering a right of appeal. We can advise you at every stage to ensure you handle the situation correctly and minimise legal risk.
Defending a Claim
It is vital to act immediately. You have a strict 28-day deadline to submit a formal response (an ET3) to the Employment Tribunal. We can help you assess the merits of the claim, draft a robust defence, and represent your business throughout the process.
Before an employee can lodge a claim, they must contact ACAS. A conciliator will then contact you to see if a settlement can be reached. This is a crucial stage where we can represent your interests to try and resolve the dispute before it escalates to a full tribunal claim.
In many cases, yes. A Settlement Agreement provides a clean break and certainty for the business, preventing a former employee from bringing future claims. We can advise on the appropriate settlement value and draft a binding agreement that fully protects your interests.
It is rare in the Employment Tribunal for the winning party to have their legal costs paid. Cost orders are usually only made if a party has acted vexatiously, abusively, or unreasonably. Therefore, our focus is always on resolving disputes pragmatically and commercially at the earliest possible stage.
Protect Your Business with Expert Legal Advice
Don't navigate complex employment law alone. Let our specialist solicitors provide the clear, commercial guidance your business needs.
Request a Callback TodayGet in Touch
0330 333 8797
info@wildings-solicitors.co.uk
Visit us
862-864 Washwood Heath Rd, Ward End, Birmingham, B8 2NG
Opening Hours
Monday to Friday
9.00am - 5.00pm
