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We charge your employer for settlement agreement advice | No cost to you | Nationwide | Same-Day Advice.
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Franklins’ expert employment law solicitors are highly experienced in representing both employers and employees in settlement negotiations, creating and reviewing settlement agreements to ensure both parties’ interests are protected. With our expertise and skilled advocacy, we can help find a solution that works for everyone under even the most difficult circumstances.
A key benefit of a settlement agreement is that it allows both parties to avoid the need for an Employment Tribunal, meaning the matter is kept private and any uncertainty over the outcome is side-stepped. Voluntarily agreeing a settlement is also usually faster, cheaper and less stressful for everyone involved.
Our settlement agreement solicitors have particular expertise in non-confrontational dispute resolution, including mediation and negotiation. This allows us to defuse any potential conflict and encourage both sides to see the benefits of a negotiated settlement. That way you can move on quickly while preserving a positive relationship where this is considered advantageous.
Whether you are currently involved in an employment dispute, or are concerned about avoiding a possible future dispute, our employment dispute resolution solicitors can give you the expert advice and guidance you need to achieve a positive outcome.
If you need a settlement agreement solicitor to resolve an employment dispute, we can help.
A settlement agreement is a written agreement between an employer and employee (or former employee) in which the employee agrees they will not refer a specific matter or matters to an Employment Tribunal, normally in exchange for a one-off cash payment and/or other concessions from the employer.
Acting as a replacement for the formerly used ‘compromise agreements’, settlement agreements are a popular way to deal with both ongoing employment disputes and potential future employment disputes surrounding employee terminations. However, they are also used for various other types of employment issues, including those related to discrimination and workplace harassment.
The specific contents of a settlement agreement will depend on the situation and the requirements of both the employer and the employee. Typically a settlement agreement will include details such as:
For a settlement agreement to be considered legally binding it must:
Franklins Solicitors has a strong track record of helping employers and employees to resolve employment disputes, with an exceptional reputation established over more than 40 years. As a result of our extensive experience, our employment lawyers in the UK can provide a tried and tested approach to help resolve your employment dispute faster and at lower cost to both parties.
A settlement agreement can provide a fast, cost-effective option for resolving existing employment disputes or avoiding potential future disputes. They are commonly used during redundancy proceedings and other kinds of terminations, but can be highly effective for a wide range of employment disputes.
Where a settlement agreement cannot be reached or is not appropriate, we also have the experience to ensure you have the best possible representation at an Employment Tribunal.
We combine the latest technology with the highest levels of legal expertise, offering an accessible, convenient modern legal service to match your needs, wherever you are in the UK.
We are Lexcel accredited by the Law Society in recognition of the strength of our practice management and client care. We are regulated by the Solicitors Regulation Authority (SRA), providing assurance that we continually meet the highest legal and professional standards at all times.
Settlement agreements replaced compromise agreements in July 2013 and provide similar advantages. The main difference is that settlement agreements are designed to encourage employers and employees to negotiate a settlement before an employee’s employment is terminated, saving both parties time, money and uncertainty.
Settlement agreements of up to £30,000 are normally exempt from income tax and National Insurance. However, this is dependent on the situation, so it is important to discuss this with your legal adviser before signing the agreement.
While a settlement agreement is not strictly required during redundancy proceedings, they are increasingly commonly used as they can protect the employer from any potential future dispute over how the redundancy process was carried out.
Settlement agreement can be used for most kinds of employment disputes, such as those related to:
However, certain types of statutory claims cannot be resolved with a settlement agreement, including:
Settlement agreements must be entered into voluntarily by the employee only after taking independent legal advice and having been given reasonable time to consider the agreement. If your employer tries to pressure you into signing an agreement without either of these provisions, they will be acting unlawfully.
That said, as long as the appropriate measures are in place, signing a settlement agreement will often be in your best interest as it can save you time, money and stress, as well as giving you immediate certainty over the outcome, as opposed to going to an Employment Tribunal where there are no guarantees that you will achieve a favourable result.
If you have any questions about settlement agreements, please don’t hesitate to contact our team of experts who are on hand and ready to help you.
