When faced with a settlement agreement from your employer you will need to seek independent legal advice from an independent legal adviser.

The good news is that your employer is likely to cover the costs if your case is straightforward and you enter into the agreement. However, even with your legal bills being covered, you still want to ensure that you receive the best possible advice during what can be a stressful and sometimes life-changing moment.

At Lamb Brooks our specialist employment lawyers work tenaciously to ensure that all clients receive the highest level of care on top of legal advice that they can depend on. Take a read of our recent 5* Google Reviews from happy clients.

Benefits of using experienced, specialist employment lawyers include:

• Taking advice from a highly regulated, insured and reputable firm.
• Ensuring that your settlement sum is reasonable and fair with perspective from lawyers who see multiple settlements every week who understand your expectations.
• Confidence in signing an agreement that you know is fair and legally sound.
• A thorough explanation of terms, conditions, the process and what it means for you in a way you can understand.
• Clarification on exactly what you are signing and the severance terms you are agreeing to and how they may affect you going forward.
• Legal support and knowledge if you are unhappy and wish to negotiate a better deal with your employer.
• Employment advice should you have a case against your employer

If you have any questions about redundancy or settlement agreements please feel free to give our friendly specialist Employment Law team a call.

If you have received a settlement agreement and are looking for advice you can trust, please call 01256 844888 to book an appointment. Alternatively you can email us at enquiries@lambbrooks.com or speak to our Live Chat assistant via our website.

Other articles you may be interested in reading:

Received a Settlement Agreement: What to do Next

Remaining Positive During the Coronavirus Pandemic

Life After Redundancy

The contents of this article are for the purposes of general awareness only. They do not purport to constitute legal or professional advice.  The law may have changed since this article was published.   Readers should not act on the basis of the information included and should take appropriate professional advice upon their own particular circumstances.