Yes. For a settlement agreement to be legally valid, you must receive independent legal advice from a qualified solicitor and obtain an advisor’s certificate.

In most cases, your employer contributes towards your legal fees. We work within this contribution, meaning there is usually no cost to you.

Many matters can be completed quickly. In straightforward cases, advice and sign-off can often be arranged on the same day, depending on complexity.

Yes. We can review your offer and, where appropriate, negotiate improved financial terms or amendments to better protect your interests.

During the call, a solicitor will explain the agreement, outline your rights, assess the fairness of the offer, and answer your questions before signing the required certificate.

You should never feel forced to sign a settlement agreement. We can review your situation, advise you on your options, and ensure your rights are protected.

No. Our service is provided remotely by telephone and online, allowing you to receive expert legal advice from anywhere in the UK.

If issues arise with payments due under the agreement, you can contact us for further assistance to help resolve the matter.

It is best to seek legal advice as soon as you receive a settlement agreement, particularly if you are working to a deadline set by your employer.

By signing a settlement agreement, you may waive claims such as unfair dismissal, discrimination, whistleblowing, unpaid wages, breach of contract, or redundancy pay disputes. We will clearly explain exactly which rights you are being asked to waive before you sign.

Whether an offer is fair depends on your salary, length of service, circumstances of dismissal, and any potential tribunal claims. We assess the strength of your position and advise whether the offer should be accepted or negotiated further.

Certain payments, such as notice pay and holiday pay, are taxable. However, compensation for loss of employment may be paid tax-free up to £30,000, depending on how it is structured. We will advise you on the tax treatment of your settlement.

Common clauses include confidentiality obligations, non-derogatory statements, repayment provisions, tax indemnities, and post-termination restrictions. We review each clause carefully to ensure it is fair and properly drafted.

Common clauses include confidentiality obligations, non-derogatory statements, repayment provisions, tax indemnities, and post-termination restrictions. We review each clause carefully to ensure it is fair and properly drafted.

Yes. It is common to negotiate a written reference or agreed wording for future employers. We can ensure that suitable reference wording is included as part of your settlement package.

The agreement must be in writing, relate to specific claims, and you must receive independent legal advice from a qualified solicitor for it to be legally binding.

A settlement provides guaranteed compensation without the delay, uncertainty, and legal costs of tribunal proceedings.

Yes. Longer service can strengthen your position, particularly if redundancy or unfair dismissal claims may arise.

Yes. Settlement can be agreed at any stage, even after tribunal proceedings have begun.

It means discussions about settlement cannot normally be referred to in tribunal proceedings as evidence.

Yes. Being on a PIP does not prevent a settlement agreement. In some cases, it may form part of the background to negotiations.