Getting a settlement agreement is stressful. Tight deadline, unfamiliar legal terms, an employer who suddenly wants you to sign. We have handled thousands. We will make it simple.
Need advice on a settlement agreement? We review yours today, free.
- Free to you , your employer pays our legal fee
- Reviewed within hours , even if your deadline is tomorrow
- We check every clause , non-competes, tax, references, everything
"Incredibly thorough — she explained each clause clearly and achieved a quick turnaround. I felt in safe hands throughout."
Why Clients Choose Us Over High Street Firms
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We're built for one thing only: providing accurate, prompt settlement advice for your employment matter.
Common questions about settlement agreement advice
Is the settlement agreement I've been offered fair?
Whether an offer is fair depends on why you are leaving and how strong your underlying position is. Start with your floor: statutory redundancy pay (if applicable), your full notice or pay in lieu, accrued holiday, bonus and any contractual entitlements. A genuinely fair offer sits above that floor, with the extra reflecting the strength of any claim you could bring — unfair dismissal, discrimination, whistleblowing — and how much your employer wants a clean, confidential exit. Offers that simply repackage money you are already owed, or that exchange a large compensation figure for onerous restrictive covenants, are often weaker than they look. We review every clause against your specific circumstances and tell you plainly whether the figure is fair, low, or worth challenging.
Can I negotiate a higher settlement agreement?
Often, yes. The first figure your employer offers is rarely their ceiling, particularly where there is a credible claim, a flawed process, or a desire to avoid a tribunal. Negotiation works best when it is grounded in something concrete: a procedural failing in a redundancy or disciplinary process, evidence of discrimination, or the commercial value to your employer of your confidentiality and a smooth handover. Tone matters too — a measured, well-reasoned counter tends to achieve more than an aggressive one. We assess what realistic uplift looks like for your situation, handle the negotiation on your behalf where you want us to, and are equally honest when an offer is already strong and pushing further risks little gain.
Do I need a lawyer to give me advice on my settlement?
Yes — and not just because it is sensible. A settlement agreement is only legally binding once you have received advice from an independent qualified adviser, usually a solicitor, on its terms and effect. That is a statutory requirement, which is precisely why employers almost always agree to pay towards your legal fees through the agreement's legal-fees clause. So in nearly all cases the advice costs you nothing. Beyond ticking the legal box, a specialist makes sure you understand exactly what rights you are signing away, flags clauses that could harm you later (such as restrictive covenants or a poorly worded reference), and identifies money or protections you may be entitled to that are not in the draft.
How much should my settlement agreement be?
There is no fixed tariff — the right figure depends on your salary, length of service, the reason for your departure, and the strength of any claim. As a baseline you should expect at least everything you are legally owed: statutory redundancy where it applies, notice pay, accrued holiday and any outstanding bonus or commission. On top of that sits the negotiable element, which reflects litigation risk to your employer and the value of your confidentiality. Roles that are senior, hard to replace, or attached to a strong discrimination or unfair-dismissal claim tend to command more. Our free settlement calculator gives you an indicative range in about a minute, and a specialist review tells you where your actual offer should land.
What should I look for in a settlement agreement?
Read past the headline payment, because that is rarely where the risk is. Check the breakdown: how much is the tax-free termination payment versus taxable notice or bonus. Look at restrictive covenants — non-compete, non-solicitation and non-dealing clauses can limit your next role for months and are often negotiable. Make sure there is an agreed reference, ideally annexed in full, and a mutual confidentiality and non-derogatory clause rather than one that binds only you. Confirm the legal-fees contribution covers your advice, and that the payment timetable and any conditions (returning property, resignation dates) are workable. Finally, check what claims you are waiving: agreements typically settle all claims, so you need to be confident nothing valuable — such as accrued pension rights or personal injury you do not yet know about — is being signed away for nothing.
How is my settlement agreement taxed?
The tax treatment depends on what each part of the payment is for. A genuine termination or ex-gratia payment — compensation for loss of your job rather than for work done — is normally tax-free up to £30,000 under section 401 of ITEPA 2003. Anything above £30,000 is taxed as income, and National Insurance can apply to part of it. Crucially, payment in lieu of notice (PILON), accrued holiday, bonuses and ordinary salary are taxable from the first pound, regardless of how the agreement is labelled. How the payment is allocated between these categories materially affects your take-home, and getting it wrong can trigger an unexpected HMRC bill. We check the tax wording and apportionment as part of every review so the structure is both compliant and as efficient as the facts allow.
How It Works
Step 1
You upload your agreement
Step 2
Our specialist reviews it
Step 3
We call to advise you on the terms (30-minute call)
Step 4
You sign electronically
Step 5
Your employer pays you
Step 1
You upload your agreement
Step 2
Our specialist reviews it
Step 3
We call to advise you on the terms (30-minute call)
Step 4
You sign electronically
Step 5
Your employer pays you
Some cases are straightforward and can be completed quickly. If you'd like us to negotiate better terms or an improved payment on your behalf, this will take longer, but we'll keep you informed at every stage.
Upload your agreement and we'll review it within hours
What Our Clients Say
"Sarah supported me through an incredibly difficult and emotional employment dispute with clarity, professionalism, and genuine care. What really stood out was how reassured I felt throughout. Even during moments of uncertainty, I knew I was in safe hands."
Rachel M.
Trustpilot, January 2026
"She was incredibly thorough, taking the time to explain each clause clearly. Despite the level of detail and care, she worked very efficiently and achieved a quick turnaround, getting the documents reviewed and signed off without delay."
James P.
Trustpilot, April 2025
"Clear, calm and quick. Sarah explained every clause in plain English and pushed back on terms that weren't in my favour. The whole process was painless and my employer paid the fees."
Priya K.
Trustpilot, March 2025
No Hidden Costs. No Nasty Surprises.
For Standard Agreements (Free to You)
Your employer pays our fee directly. This is written into most settlement agreements under the 'legal fees' clause. You pay nothing.
£0
to you
For Negotiated Agreements
If we think you can do better, we'll negotiate on your behalf, aiming to increase your payout and remove potentially harmful clauses like non-competes. We'll discuss fees upfront before any work begins. We will always seek a contribution to costs from your employer.
Discussed upfront
no surprises
The Small Print:
It's a statutory requirement that employers contribute to legal fees for advice on settlement terms. If yours doesn't include it, we'll tell you upfront in our initial review (which is free).
No upfront costs. We'll confirm everything before starting
Common Questions
Still have questions? Start the process and we'll call you
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