Settlement Agreements

• Legal Requirement:

For a settlement agreement to be legally binding, you must receive independent legal advice from a qualified lawyer or an authorised member of a trade union, who will confirm they have advised you on the terms and effect of the agreement. 

• Employer's Role:

Your employer will typically cover the cost of this legal advice, as the settlement agreement is only valid if you have received such advice. 

• What to Expect:

A solicitor will review the agreement, advise you on the terms and implications, and ensure the agreement is in your best interests. 

• Independent Advice:

The legal advisor's advice must be independent of your employer, meaning they are not influenced by the fact that their costs are being funded by your employer. 

• Negotiation:

If you are not happy with the terms of the agreement, our team can negotiate on your behalf to ensure a fair sum of money is paid. 

• Timeframe:

Settlement agreements can be concluded relatively quickly, often within a few days, but if further negotiations are needed, the process may take longer. 

• Consequences of Signing:

Once signed, the settlement agreement is legally binding, meaning you cannot pursue any further claims related to the issues covered in the agreement. 



• ACAS Code of Practice:

The ACAS code of practice on Settlement Agreements states that there should be a minimum of 10 calendar days for an employee to consider and seek advice on the terms and effect of the settlement offer, unless agreed otherwise by both parties. 

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