Free settlement agreement pack — employer side
Part ways properly — on paper.
GitLaw drafts the employer's full set: the protected-conversation script, the without-prejudice offer, the settlement agreement and the agreed reference. UK agreements and US severance. Free to preview.
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The exit, done properly
Four documents between a problem and a clean exit.
A UK settlement agreement only binds if the employee takes independent legal advice on it — that's the law (s.203 ERA 1996), not a sales pitch. GitLaw drafts your side of the process and is upfront about theirs: budget £500–£750 + VAT for their adviser. A preview, not legal advice.
Previewing an exit package for [Employee Name], Senior Designer · drafted 16 September 2026
SETTLEMENT AGREEMENT (DRAFT) — prepared 16 September 2026 Between the Company and [Employee Name], Senior Designer 1. TERMINATION Employment ends on the Termination Date. The Company pays salary and accrued holiday to that date, plus notice or a payment in lieu (taxed as earnings). 2. TERMINATION PAYMENT An ex-gratia payment of £9,000 within 14 days of the later of the Termination Date and this agreement taking effect. The first £30,000 of a genuine ex-gratia termination payment is currently tax-free (ITEPA 2003 ss.401–403); notice pay is always taxed. 3. WAIVER OF CLAIMS [Employee Name] waives the statutory and contractual claims itemised in Schedule 1 — listed individually, because s.203(3) requires the agreement to relate to particular claims. 4. CONDITIONS FOR VALIDITY (s.203(3) ERA 1996) This agreement is not binding unless: it is in writing; [Employee Name] has received advice from a relevant independent adviser on its terms and effect; the adviser is identified, and insured; and this agreement states that these conditions are satisfied. The adviser's certificate is at Schedule 2. The Company contributes £750 + VAT to the cost of that advice. 5. REFERENCE The agreed reference at Schedule 3 will be given in response to any enquiry. 6. PERMITTED DISCLOSURES Nothing in this agreement prevents protected disclosures, reports to regulators or the police, or any disclosure required by law.
What a settlement agreement costs, and what it requires
Because the law makes the employee take independent advice, a whole industry serves them. You — the one who must produce the documents and run the process correctly — get static templates and "call us" pages. This page is the employer's side, drafted properly.
ERA 1996 ss.111A & 203(3); Acas Code of Practice on settlement agreements; ITEPA 2003 ss.401–403 (HMRC EIM13760); published adviser-fee ranges (2025)
Draft my settlement pack — freeHow it works
Describe the situation
Who's leaving, why, and what you want to offer — in plain English. GitLaw asks what matters (US employee over 40? group exit?) before it drafts.
Get the full document set
Conversation script, offer letter, agreement and agreed reference — consistent with each other and with the Acas process.
Close it properly
Send for signature, factor in their adviser's sign-off, and store the signed agreement with the timeline documented.
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Browse all templatesFrequently asked questions
A common rule of thumb is 2–3 months' gross salary on top of notice, accrued holiday and any statutory redundancy pay — flexing from around one month (short service, weak claims) to six or more (long service, strong or discrimination-flavoured claims). What you're buying is certainty: price the offer against the cost, management time and risk of running the formal process and defending a claim.
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End it cleanly — for both of you.
Describe the situation and preview the whole employer document set — free.