Don’t sign your Settlement Agreement until you have read this!

Don’t sign your Settlement Agreement until you have read this!

Being in a situation at work where you are faced with the pressure of signing a settlement agreement as part of exit negotiations can be a daunting experience. You will no doubt have a number of concerns, and employees can feel under a great deal of pressure to sign a settlement agreement and accept the terms you have been given.

At Lawson West we have over 60 years combined experience of advising employees on settlement agreements so you can be comfortable that you are receiving the best advice based on experience.

If you find yourself in a situation where your employer is proposing to exit you from the business under the terms of a settlement agreement, do consider the following three points before proceeding.

  1. Take time to think.

Often a settlement agreement proposal, or without prejudice exit meeting, can come as a shock or without warning. Even if you have an expectation that an exit situation might arise, the effect of discussions around a termination package can make an employee feel vulnerable and unprepared. It is therefore important to take stock of the situation and consider your options rather than make rash decisions. Your employer is obliged to give you a reasonable period of time to consider any proposal before making a decision.

  1. Consider what you might really be entitled to.

At the outset it is common for an employer to put forward a simple financial offer and not make reference to other aspects of the settlement. As with all negotiations, what an employer proposes compared to what you might arguably, or legally, be entitled to can be very different.

There are a considerable number of factors that should be taken into consideration. These may be financially measurable in terms of compensation for lost earnings or notice pay,  but they may also relate to some of the benefits, such as company cars, holiday entitlement, share entitlements or post-termination restrictions to name a few. When it comes to a negotiation, all these factors should be considered and not overlooked.

  1. Take proper legal advice

It is important to take legal advice from Employment Solicitors who have significant experience in dealing with settlement agreements and potential tribunal claims. This way you can be sure that you are making the best decision for you which takes into account all the aspects of the settlement.

Lawson West Solicitors has a team of solicitors who specialise exclusively in Employment Issues for employees and significant experience on advising clients and negotiating the terms of settlement agreements, employment disputes and Employment Tribunal Claims. You are therefore in safe hands so that when you make an informed decision, it is the right one for you.

Lawson West Solicitors offers free initial discussions about your circumstances and settlement offers that you might have already received. We also have extensive experience in negotiating significant increases in compensation and better exit terms for our clients and when it comes to dealing with a settlement agreement. Remember, in the majority of situations, your employer will pay your legal fees.

Our Specialist Settlement Agreement Solicitors are available to provide the appropriate advice and guidance in relation to any aspect of settlement agreements or employment law.

Please contact us on Tel: 0116 212 1000, alternatively complete the free Contact Us form and we will get in touch as soon as possible.

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