Being offered a Settlement Agreement is very common, but it can still be very stressful and give you a difficult decision to make: sign the agreement and terminate your employment, negotiate the terms or refuse entirely and potentially face a disciplinary or redundancy situation.
We advise you on your options to ensure you make the right decision. We protect your rights, help you maximise the compensation you receive and achieve the best possible outcome.
We understand how stressful in can be to be offered a Settlement Agreement and our expert Employment Law solicitors put you at ease through the process.
All of our highly experienced Employment Law solicitors are Legal 500 recommended leaders in their field, who provide jargon-free, commercial legal advice. We speak to you in plain English and provide specialist, practical and pro-active solutions for you.
We take the time to understand you and the challenges you face, enabling us to provide bespoke advice which is tailored to you.
“I thought Julie’s advocacy at the remote Employment Tribunal hearing was excellent, as was her clear advice on the process throughout. She championed our case professionally and achieved a successful outcome, whilst maintaining a commercial approach.”
Hospitality sector client, following our successful defence of a claim of unfair dismissal
In a nutshell, a Settlement Agreement is a legal document which waives an employee’s rights against their employer (such as to bring claims for unfair dismissal, discrimination etc), usually in return for an agreed severance package.
Reaching agreement with your employer on the terms of departure from your job and the amount of compensation, removes the risk, delay and expense associated with raising any Employment Tribunal claim in the future.
A protected conversation is an ‘off the record’ or ‘without prejudice’ conversation which employers are legally entitled to hold with employees as a means to resolve issues between them without the need for a claim. If held appropriately, such a conversation generally cannot later be relied upon or referred to in an unfair dismissal claim in the event that it does not lead to a resolution. You can also initiate such a conversation with your employer and enjoy the same protections.
A Settlement Agreement is not binding unless a relevant adviser has explained the terms and the effect of the Agreement to you, as you are giving up legal rights surrounding your employment and its termination. A relevant adviser can include a solicitor or a trade union representative and your employer will usually cover the cost.
We are vastly experienced, Legal-500 recommended Employment Tribunal experts who live and breathe Employment Law.
We have successfully defended countless Employment Tribunal claims, from tackling issues like unfair dismissal and discrimination to diving into the minutiae of holiday pay and wage disputes – there is no Employment Law challenge we haven’t met head on.
Your business is unique, as are the challenges it faces. That’s why our approach is always as unique as your business itself. We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs.
When you’re facing an Employment Tribunal claim, you need someone in your corner who knows you and your case inside and out. We don’t pass the torch to a third-party advocate. As seasoned Tribunal advocates, we stand by your side from the moment the claim lands on your desk to its triumphant resolution, representing you in all preliminary and final hearings along the way.
The road to success isn’t a one-way street, and we’re here to keep your options open. We’re masters of alternative dispute resolution methods, such as mediation and negotiation, which are the keys to sidestepping the time, money, and stress typically associated with the Employment Tribunal process. Before we embark on the tribunal journey, we’ll explore every available avenue for resolving your challenges. Our goal? A victory that fits your unique needs, whatever form it may take.