Employers sometimes offer settlement agreements as an alternative to following formal disciplinary, grievance, redundancy, ill health or performance procedures. In return for money or other incentives, you agree to waive the right to bring any future employment claim. If negotiated well, this can be an effective way to receive proper compensation for your job ending, without the expense and hassle of legal action. In a redundancy situation it can also eliminate the uncertainty of going through a redundancy process and can often result in you receiving a higher payment than you would be entitled to if you were made redundant without entering into a Settlement Agreement.
In return for money or other incentives, you agree to waive the right to bring any future employment claim. If negotiated well, this can be an effective way to receive proper compensation for your job ending, without the expense and hassle of legal action.
However in some cases you may feel you are being forced into a corner.
Our employment law specialists are experienced at handling all types of settlement agreements, from the small and straightforward to complex deals involving structured payments, share options and restrictive covenants.
We offer quality and tailored advice and can negotiate effectively to secure the best possible outcome for you, working to:
- Explain what the agreement means in plain English
- Explore your ongoing losses and potential compensation
- Investigate whether you have potentially valuable claims or if there are other issues in your case that would allow you to negotiate a better package
- Let you know what your options are
- Achieve terms that you are happy with
We understand that dealing with your settlement agreement can be stressful. You may feel you are being forced into a corner. We bring empathy and a clear-headed professionalism to the situation and can advise you on how best to reach a successful conclusion. Our specialists sensitively handle confidentiality issues, and if taking a good reference away with you is important, we can usually work this into the arrangement.
Settlement Agreements Fees
Settlement agreements are not binding unless the employee has taken independent legal advice. For this reason, your employer should offer to pay your legal costs for seeking advice or at least contribute to them. If your employer has not offered to pay your legal costs or their contribution will not meet our full fee for advising you on the terms of the agreement (for example if the agreement is lengthy or complex) then we are able to try and negotiate with your employer in relation to this if you wish.
2 steps to contacting Howells:
We’ll listen carefully to you, clarify what you’re trying to achieve, and then explain if and how we can help you. We will take some initial information and liaise with a legal professional regarding your case. If it looks like we can help, we will book you in for a consultation with a legal professional.
Our Employment team, is renowned for its no-nonsense, energetic and pragmatic approach. Its success isn’t just down to its extensive knowledge of the law, it’s also the way we pride ourselves on putting our client first, getting to know you and understanding what you want to achieve. To get the best results for you and achieve commercially sensible outcomes it is essential that we understand your business.
The team is highly regarded, with recommendations from many clients. The professional guide, Legal 500, also ranks Howells employment team highly in Sheffield and South Yorkshire;
Legal 500 2018
"The 'friendly and approachable' employment team at Howells is known primarily for its representation of employees in tribunal claims. Clare Fowler and Tom Bernard jointly head the team, which is supported by head of civil litigation Graham Hogarth. Fowler has particular experience delivering discrimination advice, while Bernard is recommended for his 'balanced advice, thorough and clear communication' in relation to claims. The team has recently handled disability discrimination claims, in addition to unfair dismissal claims under TUPE. The practice also has experience acting for SMEs, including advising one employer on a complex redundancy matter."