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What We Offer

We specialise in helping employees and directors with settlement agreements

Whatever the circumstances, we will try to get the best outcome for you.

Settlement agreement - advice and sign off service

If you are happy with what is being offered to you, we offer same-day telephone appointments and easy sign-off service.

We’ll explain everything so you can be confident when agreeing your settlement.

All legal fees are paid in full by your employer.  We don’t charge you anything extra.

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Our process

Step 1

Send us your settlement agreement

Send us your settlement agreement

Send us a copy of your settlement agreement and employment contract (if you have one).

Step 2

Advice

Advice

We will agree a convenient time to advise you on the terms of the agreement.

Step 3

Signing & billing

Signing & billing

We can arrange easy signature and sign off. We invoice your employer directly for your legal fees.

Your employer will pay all of your legal fees (usually around £500+VAT = £600).

Compensation Package - negotiation service

If your offer isn’t fair, or if we believe there’s room for improvement, we can negotiate directly with your employer to increase your compensation package.

When we get it increased, we’ll deduct an agreed modest percentage.

If we don’t get it increased, then there’s no cost to you.

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FAQS

What is a settlement agreement?

A settlement agreement is a legally binding contract between an employer and an employee that ends the employment relationship on agreed terms. In return for a financial settlement, the employee agrees not to pursue legal claims such as unfair dismissal or discrimination.

We have dealt with hundreds of settlement agreements over the last three decades and have helped employees in Cheshire, Merseyside and West Lancs to get a fair deal which they fully understand. 

Here are some FAQs on settlement agreements, based on our conversations with employees coming to the end of their employment: 

To be legally valid in the UK, a settlement agreement must:

  • Be in writing and relate to a specific complaint or legal claim.
  • Confirm independent legal advice has been given from a qualified solicitor or adviser with professional indemnity insurance.
  • Meets the conditions set out in legislation.

Settlement agreements can be offered or requested in situations such as:

  • Redundancy or restructuring
  • Workplace disputes or grievances
  • Performance or conduct issues
  • Discrimination or harassment claims
  • As an alternative to legal proceedings

Settlement agreements offer several benefits:

  • Financial compensation(tax-free up to £30,000)
  • Avoid lengthy legal proceedings
  • Confidentialityand protection of reputation
  • Clarity on final pay, references, and post-employment restrictions
  • Legal certainty and closure

The amount varies depending on your circumstances. Factors typically include what job you do; your length of service; age; whether disciplinary, performance or grievances have been raised; what is the real reason behind the offer; and how important it is strategically to your employer.

A settlement agreement may include:

  • Salary and benefits up to the termination date
  • Payment in lieu of notice (PILON)
  • Accrued but unused holiday pay
  • Compensation for losing your job
  • Employer legal fee contribution (usually £350–£1,000 + VAT)   
  • Payments for confidentiality or restrictive covenants

No, you are not obligated to accept a settlement agreement. You have the right to negotiate the terms or reject the offer entirely. We can help you assess whether the offer is fair and advise on your options.

Yes. Many employees don’t realise that the initial offer is often negotiable. We specialise in helping employees secure better financial terms and more favourable conditions.

We can offer a same-day service and can often review and finalise agreements within 24 hours, depending on complexity and employer responsiveness.

Yes. If you’re happy with your offer, we will advise you and then invoice your employer for all your legal fees. 

We will do what we can to negotiate more money for you.  We charge 15% (inc vat) of any extra amount we get for you.  If we negotiate £20,000 extra for you, then you pay us only £3,000 and keep the extra £17,000.

The first £30,000 of a genuine ex gratia payment (compensation for loss of employment) is usually tax-free. Other payments, such as notice pay or bonuses, are subject to tax and National Insurance.

If you choose not to sign, your employment will continue unless your employer takes further action (e.g. dismissal or redundancy). You may still have the right to bring a claim to an employment tribunal.

No. Once signed, you waive your right to bring most employment-related claims. That’s why it’s essential to get expert legal advice before signing.

That’s completely understandable. If you’re feeling overwhelmed, you don’t have to face this alone. We can speak to your employer on your behalf and handle all communication for you. Our role is to protect your interests and make the process as stress-free as possible.

Yes. Many employees prefer not to engage directly with their employer, especially if the situation has been distressing. Once you instruct us, we can take over the negotiation and communication, keeping you informed every step of the way.

That’s okay. We’ll talk you through it in plain English and explain what everything means. You don’t need to read or understand legal jargon — that’s our job. We’ll make sure you know exactly what you’re agreeing to and that it’s in your best interest.

No. Everything you share with us is confidential. We will only communicate what’s necessary to your employer to secure the best possible outcome for you. You’re in control of what is shared.

Yes. You’re entitled to take time to consider your options. We’ll support you at your pace, whether you need to act quickly or take a few days to process things. Your employer should give you 10 days to consider their offer.