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Redundancy Agreement Solicitors

Q: Phase 1: Entitlement Audit & Risk Assessment

Within 24 hours of instruction , we start to: Analyse redundancy rationale against Employment Rights Act 1996 Calculate statutory + contractual entitlements (holiday pay, bonuses, commissions) Identify employer vulnerabilities (discrimination risks, procedural failures)

Q: Phase 2: Strategic Negotiation

Using ACAS-backed tactics, we: Reject lowball offers with tribunal cost projections Demand lump-sum payments over risky instalment plans Secure non-financial terms : LinkedIn endorsements, equipment retention

Q: Phase 3: Legally Binding Protection

Our solicitors draft agreements that: Exclude overbroad NDAs violating whistleblowing rights Specify 28-day payment windows with 8% late penalties Clarify tax liabilities to prevent HMRC surprises

Facing redundancy without expert guidance risks losing £1,000s in entitlements. We secures enhanced redundancy packages and airtight settlement agreements for employees nationwide – ensuring you’re compensated fairly, treated lawfully, and shielded from employer exploitation.

This page is intended for employees only. If you are seeking advice as an employer, please visit our dedicated page here.

Facing a Redundancy Agreement at work?

When your career and financial security are on the line, you need more than just a legal adviser-you need a true advocate. Our highly experienced settlement agreement solicitors have helped thousands of employees and senior executives across England achieve outstanding results, even in the most complex or sensitive circumstances.

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Facing redundancy without expert guidance risks losing £1,000s in entitlements.

Redundancy Isn’t Inevitable – Challenge Unfair Practices

Many employers shortcut redundancy procedures, hoping employees won’t spot procedural flaws or discriminatory selection. Our solicitors dissect your employer’s process within hours, challenging:

Biased selection criteria (age, maternity, disability markers)
Inadequate consultation periods breaching statutory timelines
Failure to offer suitable alternative roles within the organisation

I was needing some sound employment law advice and for an employment settlement offer to be checked, Wildings Solicitors were great, the advice they gave was very good and their knowledge about employment law is very extensive. I found them to be thorough, approachable and ultimately really good value for the service I received. I recommend using Wildings if you also need sound employment law advice.

Great service and advice on employment matters from start to finish. Neelam was so helpful and great guidance through the whole process

I had an excellent experience working with Wildings Solicitors. From the very beginning, they demonstrated professionalism, deep legal knowledge, and a genuine commitment to helping me resolve my case.What stood out most was their clear and transparent communication. They explained every step of the process in plain language, ensuring I fully understood my options and potential outcomes. Daniyaal was always available to answer my questions promptly, which made me feel supported throughout.Their expertise was evident in the way they handled my [specific legal matter, e.g., property transaction/divorce settlement/employment dispute]. They navigated complex issues with ease and achieved a result that exceeded my expectations.Overall, Daniyaal went above and beyond to ensure a positive outcome. I would highly recommend them to anyone in need of legal advice or representation. Thank you for your outstanding service!

Great service and advice on employment matters from start to finish. Neelam was so helpful and great guidance through the whole process

Settlement Agreements: Maximise Your Exit Package

Employers often use settlement agreements to bypass proper redundancy protocols. While these can offer faster resolutions, 63% of initial offers undervalue entitlements. We negotiate:

Enhanced redundancy pay above statutory minimums
Full notice period payments, even if not worked
Tax-efficient structuring of ex-gratia payments
References & NDAs that protect future employability

How We Secure Better Outcomes

Phase 1: Entitlement Audit & Risk Assessment

Within 24 hours of instruction, we start to:

Analyse redundancy rationale against Employment Rights Act 1996
Calculate statutory + contractual entitlements (holiday pay, bonuses, commissions)
Identify employer vulnerabilities (discrimination risks, procedural failures)

Phase 2: Strategic Negotiation

Using ACAS-backed tactics, we: