Is my settlement offer fair?
We can't tell you what employers typically pay, nobody can, reliably, yet. What we can do is check your offer against your statutory and contractual minimum: redundancy pay, notice pay and accrued holiday.
Statutory redundancy pay is banded by age, so we need your age to work out your floor.
Worth questioning, whatever the number is
Does the offer cover your full notice period, not just your leaving date?
If you are not working your notice, you are still owed pay for it, on top of any redundancy figure.
Does it cover holiday you have accrued but not taken?
Unused statutory holiday is owed on termination regardless of how the settlement is framed.
Does it include a restrictive covenant (non-compete, non-solicit) that goes beyond your contract?
A wider restriction than your existing contract is something you can ask to be paid for, or narrowed.
Have you actually seen and agreed the reference wording, not just been told there will be one?
A reference agreed in the settlement agreement is enforceable. A verbal promise is not.
Is there a tight deadline pressuring you to sign quickly?
You are entitled to take independent advice before signing, and a settlement agreement is not valid without it.
Does the offer mention your employer contributing to your legal advice fee?
The employer usually contributes to the cost of the independent advice the law requires you to take.
This tool checks your offer against your statutory and contractual minimum entitlements only. It is not a valuation of your settlement agreement and does not tell you what employers typically pay. Figures are indicative and not legal advice. A settlement agreement is only legally valid once you have taken advice from a relevant independent adviser such as a solicitor. Nothing you enter here is saved, logged or sent anywhere. Read how our figures are checked.
What this tool actually checks
A settlement offer should, at minimum, cover what you would be owed anyway if you left without signing anything: your statutory redundancy pay (if redundancy is the reason), your notice pay, and any accrued but untaken holiday. This tool adds those up from the same statutory rates and rules our redundancy, notice period and holiday pay calculators use, and compares the total to what you were offered. It does not, and cannot, tell you whether your offer is generous by market standards: that data does not exist yet in a form we would trust enough to publish.
Been offered a settlement agreement?
Our SRA-regulated solicitors review your offer and your options. It is free to you when your employer contributes to the fee, which is the case in nearly every UK settlement agreement.
Frequently asked questions
Can you tell me if my settlement offer is generous?
No. We don't yet have reliable data on what employers typically offer in a settlement agreement, so we won't guess. What we can tell you is whether your offer covers your legal floor: your statutory redundancy pay, notice pay and accrued holiday. Most of the room to negotiate sits above that floor.
What happens if my offer is below the floor this tool calculates?
It doesn't necessarily mean the offer is wrong: notice or holiday may be structured differently, or your inputs may not match your exact circumstances. But you cannot lawfully be paid less than your statutory redundancy pay and notice period, so it is worth checking before you sign.
Do I have to accept legal advice before signing a settlement agreement?
Yes. Under section 203(3)(c) of the Employment Rights Act 1996, a settlement agreement is only legally binding once you have received advice from a relevant independent adviser. Section 203(3A) defines who that can be: a qualified lawyer such as a solicitor, a certified trade union official, or a certified advice centre worker.
Related tools and guides
Correct to our knowledge as at 23 August 2026, indicative only, not legal advice. Read how our figures are checked.