We draft settlement agreements for employers: the terms of the exit, the conditions that make the waiver of claims valid, and the approach to the protected conversation that comes first. We act for employers only; the employee takes their own independent advice.
Handled entirely in writing. No hearings, no meetings, no attendance required.
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Written advice within 24 hours of instruction. Documents in days, not weeks. Never "3 to 5 business days" just to hear back.
| Item | What it covers | Fee |
|---|---|---|
| Settlement agreement for one exit | Drafted for the employer: payment and its timing, notice and holiday pay, references, confidentiality, return of property, the waiver of claims and the section 203 conditions, with the approach to the protected conversation advised before you have it. | from £650 |
| Negotiated exit | Terms negotiated with the employee's adviser through to a signed agreement. | Quoted in writing |
| Process alongside the exit | Where the exit sits inside a disciplinary, grievance or redundancy, the process supported on the employment schedule. | from £650 per process |
Your fixed fee is confirmed in writing once I have seen your document. Pay within 24 hours of that confirmation for the reduced fee.
Bespoke and urgent matters outside the schedule: £650 per hour, capped estimates given in advance. Corporate retainers from £995/month.
Section 203(3) of the Employment Rights Act 1996 sets them out: the agreement is in writing, relates to the particular proceedings, the employee has had advice from a relevant independent adviser who is insured, the adviser is identified, and the agreement states that the conditions are satisfied.
Section 111A makes offers and discussions before the employment ends inadmissible in an ordinary unfair dismissal claim. It does not reach claims that are automatically unfair, and anything improper keeps its protection only so far as the tribunal thinks just.
The adviser cannot be acting for you. The employee takes their own advice; many employers contribute towards its cost, and the agreement records the contribution.
No. We act for employers only, and the adviser to the employee must not be acting for the employer. If you are an employee, please take advice from a solicitor at an SRA authorised firm, a trade union or an advice centre.
Yes, if it is a qualifying settlement agreement under section 147 of the Equality Act 2010. The conditions mirror section 203: in writing, relating to the particular complaint, insured independent advice to the employee, the adviser identified, and a statement that the conditions are met.
Under section 111A of the Employment Rights Act 1996, offers made and discussions held before the employment ends, with a view to ending it on agreed terms, cannot be put in evidence on an unfair dismissal complaint. The protection does not apply to other claims such as discrimination, nor where the dismissal would be automatically unfair.
The agreement for one exit, drafted and finalised for signature, and our advice on the approach before the conversation. If the employee's adviser negotiates the terms, that negotiation is quoted in writing before it starts.
Yes. Disciplinary, grievance and redundancy processes are on the employment advisory schedule, so the exit and the process are advised together.
Send a brief outline of your matter. You will receive a personal reply from a solicitor, with a fixed-fee quote where the scope is clear. Payment is taken before work begins; every fee is fixed in writing first.
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