Get clear, independent advice on your settlement agreement from a fully qualified employment solicitor.
If your employer has offered you a settlement agreement, you should take legal advice before you sign. Once signed, a settlement agreement usually means you give up your right to bring employment claims against your employer, including claims for unfair dismissal, discrimination, breach of contract, or unpaid wages.
At Mason Bullock Solicitors, we provide clear, practical settlement agreement advice to employees throughout England and Wales. We explain what the agreement means, check whether the offer is fair, identify any claims or risks you may be giving up, and negotiate better terms where there is room to do so.
In nearly every case, your employer will contribute towards your legal fees, so our standard review and sign-off service may cost you nothing personally.
A settlement agreement is not legally valid unless you receive independent advice from a relevant independent adviser. For most employees, that means taking advice from a qualified solicitor who is independent from your employer.
The purpose of independent advice is to make sure you understand the terms and effect of the agreement, especially its effect on your ability to bring claims before an Employment Tribunal.
This should not be a rubber-stamping exercise. Good settlement agreement advice should help you understand:
We offer practical, employee-focused settlement agreement advice designed to help you complete the process with confidence.
We review every clause of your settlement agreement and explain it in plain English. We check the financial terms, the claims being waived, the tax wording, the reference, confidentiality obligations, post-termination restrictions and any unusual clauses that could affect you after you leave.
If the agreement is ready to sign and the terms are acceptable, we can provide the independent adviser’s certificate required by your employer.
If the offer is too low or the terms are unfair, we can negotiate with your employer or their solicitor on your behalf. This may include asking for a higher compensation payment, improved reference wording, changes to restrictive covenants, better tax wording, or a higher contribution towards your legal fees.
For more detail, see our guide on how to negotiate the best deal on your settlement agreement and our practical guide on how to make a counter-offer on your settlement agreement.
The initial consultation is always free. Then, your employer’s contribution usually covers everything, so you don’t pay a penny, which means expert advice comes with peace of mind—not a surprise bill.
As experts in employment law, we check every clause and flag anything unusual so you’re fully protected, which means no regrets about what you signed or what you gave up.
Everything happens by phone and email, so you get the guidance you need quickly and easily, which means less stress and more time to focus on what’s next.
| Settlement agreement term | Why it matters to you |
|---|---|
| Compensation payment | We assess whether the offer reflects your salary, length of service, reason for dismissal, possible claims and negotiating strength. |
| Notice pay / PILON | Payment in lieu of notice is usually taxable as earnings. We check whether it has been calculated and treated correctly. |
| Tax-free termination payment | Some termination payments may qualify for the £30,000 tax exemption. We check whether the agreement separates taxable and potentially tax-free payments properly. |
| Holiday pay, bonus and commission | We check whether all outstanding contractual and accrued payments have been included. |
| Restrictive covenants | We identify clauses that could restrict your next job, clients, business contacts or ability to work in your sector. |
| Confidentiality clauses | We check whether non-disclosure and non-derogatory wording is fair, balanced and realistic. |
| Agreed reference | We try to secure clear reference wording so you know what future employers will be told. |
| Employer’s legal fee contribution | We check whether your employer’s contribution is enough for the work needed, especially if negotiation is required. |
| Waiver of claims | We explain which rights you are giving up and whether important claims may have been overlooked. |
Not every settlement agreement should be negotiated. Sometimes the offer is fair and the best approach is to complete matters quickly. In other cases, negotiation may be worthwhile.
It may be worth asking for negotiation support if:
If your settlement agreement is connected with redundancy, see our guide: Settlement agreement or redundancy: which is better?
If your employer has invited you to a protected conversation, read our free guide: Protected Conversation Advice: Essential Tips for Employees
In a free consultation of up to 30 minutes, an employment law specialist will talk through your situation and your settlement agreement so you can get clarity on your rights, what’s being offered—and whether we’re the right fit for you.
If there is a realistic basis for improving the offer, we can negotiate with your employer or their solicitor.
We will give you a clear view of what is worth pursuing and what may not be commercially sensible.
You’ll speak directly to a solicitor before committing, so you feel safe and informed from the start.
You’ll receive full legal support remotely, so you can focus on what’s next—not on travel or tech headaches.
We move quickly when time matters, so you’re not left waiting with a deadline hanging over your head.
We explain everything clearly—so you understand exactly what you’re signing and why it matters.
Our straightforward digital system makes finalising your agreement quick, easy, and hassle-free.
We act exclusively for employees, so you can trust our advice is always in your corner.
We handle the certificate and legal formalities, so your agreement is compliant and ready to go.
You’re in expert hands, with decades of specialist employment law experience behind your advice.
We invoice your employer, not you—so you get expert legal advice without the stress of paying out of pocket.
Employers usually contribute towards the cost of independent legal advice on a settlement agreement. For a straightforward review and sign-off, the employer’s contribution often covers our fee, meaning there may be no cost to you personally.
If negotiation or more detailed advice is needed, we will explain the likely cost before carrying out extra work. In some cases, we may also ask your employer to increase their contribution towards your legal fees.
You can read more about our fees here: How much does settlement agreement advice cost?
When you need to get your settlement agreement signed off quickly and confidently, you want a solicitor you can trust. Our clients consistently rate us highly on Trustpilot for clear advice, responsive communication, and a smooth, stress-free process—so you can move forward with certainty.
Not sure where to start? Explore your options with these simple settlement agreement guides for employees.
Your employer should give you a reasonable amount of time to consider the settlement agreement and take independent legal advice before you sign. The Acas Code of Practice on Settlement Agreements recommends that employees should normally be given at least 10 calendar days to consider the proposed formal written terms, unless the parties agree otherwise.
If your employer is pressuring you to sign quickly, you should take advice before agreeing. A short deadline may be relevant if there is later a dispute about whether the settlement discussions involved improper behaviour.
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