Indirect discrimination: your rights, workplace examples and how to resolve disputes
Key Takeaways Indirect discrimination happens when a workplace policy, rule or practice puts people with a protected characteristic at a particular disadvantage compared to others. The Equality Act 2010 covers indirect discrimination based on protected characteristics such as age, sex, race, disability, religion or belief, and more. You may have a claim for employment discrimination […]
Discrimination-led exits: what to ask for in a settlement agreement after race, sex, disability or menopause
Key Takeaways If you are leaving your job due to discrimination, your settlement agreement can and should include compensation for injury to feelings (using Vento bands) and may go beyond standard redundancy terms. Discrimination-led exits: what employees should ask for in a settlement agreement after race, sex, disability or menopause covers financial settlement, references, confidentiality, […]
Restrictive covenants after resignation or redundancy: are non-compete clauses still being overused in settlement agreements?
Key Takeaways Restrictive covenants after resignation or redundancy in settlement agreements often go further than necessary and may not always be enforceable. Employers frequently overuse non-compete clauses in settlement agreements, even following redundancy, so you should always assess if the restrictions are genuinely needed for your specific role. Enforceability of restrictive covenants depends on whether […]
Whistleblowing settlement agreements in England & Wales: what protected disclosure means for compensation, references and negotiation
Key Takeaways Whistleblowing settlement agreements in England & Wales are only legally binding if you receive independent legal advice from a qualified solicitor before signing. Making a protected disclosure can increase your potential compensation, including possible injury to feelings and financial loss, when negotiating a settlement agreement. Settlement agreements cannot legally prevent you from making […]
Protected conversations and without-prejudice negotiations: what can and cannot be said before a settlement agreement is offered
Key Takeaways Protected conversations and without-prejudice negotiations: what can and cannot be said before a settlement agreement is depends on the context, with strict legal limits on what remains confidential. Protected conversations under section 111A ERA 1996 only apply to ordinary unfair dismissal and do not shield discussions involving discrimination, whistleblowing or improper behaviour. Without-prejudice […]
Employment tribunal compensation in 2026: how new awards, injury to feelings bands and tax rules affect settlement valuations
Key Takeaways Employment tribunal compensation in 2026: how new awards, injury to feelings bands and tax rules affect settlement valua is central to ensuring your settlement agreement is properly valued and fair. The 2026 Vento bands and updated Presidential Guidance set out higher injury to feelings compensation amounts, critically influencing your negotiation leverage. Tax rules […]
Redundancy payout: your rights, enhanced packages and Settlement Agreements explained
Key Takeaways Your redundancy payout is based on your length of service, age and weekly wage, with both statutory and enhanced redundancy pay possible depending on your contract. Statutory redundancy pay in the UK follows strict government rules, but many employees can negotiate a higher, tax-efficient ex gratia payment as part of a Settlement Agreement. […]
Flexible working request: legal rights, disputes and settlement agreements
Key Takeaways You have a legal right to make a flexible working request from your first day of employment, and your employer must consider it reasonably under UK law. Employers can only refuse a statutory flexible working request for specific business reasons, and must follow a fair process when handling your application. If your flexible […]
Constructive dismissal: legal test, examples, and when to consider a settlement agreement
Key Takeaways Constructive dismissal arises when your employer fundamentally breaches your contract and you feel forced to resign, but proving this at tribunal needs strong evidence and careful preparation. Two years’ continuous service is usually required to claim constructive unfair dismissal, with strict deadlines for action. Typical triggers include non-payment of wages, unjustified demotion, bullying, […]
Non-disclosure agreements in settlement agreements and redundancy: the employee’s guide
Key Takeaways Non-disclosure agreements in settlement agreements are widely used to prevent employees sharing confidential information or discussing workplace disputes after leaving. You cannot be forced to sign a settlement agreement NDA, and it will only be legally binding if our solicitors provide mandatory independent legal advice under the Employment Rights Act 1996. Most employers […]
