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."
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.
- 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."
Sarah, Consultant Solicitor
SRA-Regulated · 25+ yrs' employment law
Why Clients Choose Us Over High Street Firms
Response Time
Cost
Expertise
Quality
Traditional Solicitors | Settlement-Advice.com | |
|---|---|---|
| Response Time | 5-10 day wait for first appointment | Initial review within hours |
| Cost | Top up payments required | Free to you, employer pays |
| Expertise | Juggling 50+ different case types | Settlement Agreement specialists |
| Quality | Generic template advice | Bespoke review by employment law experts |
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, or call 0330 043 3008. Free, no obligation.
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
"I engaged RGF as representatives for a recent work related issue. Gareth was prompt in his call back and extremely helpful with all the documentation. Very professional while still being friendly. I would recommend RGF to anyone thinking of engaging their services."
Richard P.
Trustpilot, June 2026
"I used Sarah Wilkinson to review what should have been a straightforward settlement agreement with a less than 24 hour turnaround (which was achieved) but turned into 2 weeks of back and forth with my employer and their solicitor. Throughout the whole process, I truly felt like Sarah 'had my back'; she was not only professional but also a decent human being who wouldn't tolerate injustice or unfairness. I would not hesitate to recommend Sarah."
S. L.
Trustpilot, May 2026
"Was dreading getting my redundancy agreement ratified but RGF Lawyers made it a very easy process. Very professional but friendly with it. I would highly recommend RGF Lawyers."
David & Elizabeth J.
Trustpilot, May 2026
"Vandana Tandon was incredibly professional while guiding me through my settlement agreement. At every stage, she ensured I fully understood the process and felt comfortable with each step. Her clear communication and supportive approach made a potentially stressful situation much easier to navigate. I would highly recommend RGF Lawyers."
John
Trustpilot, April 2026
"RGF was extremely helpful with my case. My representative took time to explain all the details in a thorough way, highlighting everything that was particularly relevant. He was also extremely prompt, with everything I needed done in 24 hours."
Jordan M.
Trustpilot, April 2026
"Sarah was very quick, amenable and helpful in reviewing my settlement agreement. Registering and completing ID checks was quick, as was the online process for signing documentation. I would recommend their services."
George W.
Trustpilot, April 2026
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, or call 0330 043 3008 to talk it through.
Common Questions
How can this be free? What's the catch?
There's no catch. By law, your employer must contribute towards your legal fees when offering a settlement agreement. We receive our fee directly from your employer under the 'legal fees' clause. You pay nothing for a standard review.
Can I trust advice that's this fast?
Yes. We're specialists. We focus exclusively on settlement agreements. This means we can provide thorough, accurate advice efficiently. Quality is never compromised.
What if I want to negotiate a better offer?
We'll tell you honestly if we think negotiation is worth it. Every case is different. Sometimes the terms offered are fair and we'll confirm that. In other cases, we'll recommend negotiating for improved terms.
Do I have to come to your office?
No. Everything is done remotely: phone, email, and electronic signature. We're a national service based in London, but we advise clients across England, Scotland, and Wales.
What if my employer doesn't pay your fee?
Rare, but it happens. If your agreement doesn't include a legal fees clause, we'll quote you upfront before starting work. No surprises.
Still have questions? Start the process and we'll call you, or ring 0330 043 3008. Free, no obligation.
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