Welcome guest, please log in here   |    T +44(0)115 7180333   |   E   info@halborns.com

Keeping up to date

We take seriously our responsibility to keep you up to date so that you can use changes in employment law to commercial advantage. By understanding and interpreting the latest case law and legislation we can deliver updates to you that are concise and usable. With imagination, we are able to ensure that developing law can be used to allow you to achieve commercial solutions, cost effectively and expediently.

Tribunal tales #7 – settlement strategy: creating an interesting offer

Posted on: July 7th, 2021 by Ginny Hallam

Whilst the termination payment is usually the main focus, there are lots of ways to make a settlement offer more attractive without incurring much, if any, additional cost. Below is some food for thought: 

Continue employee benefits – if you’ve already paid the annual premium for benefits (such as private medical or life assurance), allow access to those benefits for an agreed period after the employee has left (subject to insurer approval).

Outplacement and coaching support – a positive step to support employees in securing a new and exciting challenge. You can set a capped contribution (so it won’t break the bank) which can be offered tax efficiently. As members of the The AdviserPlus Group we’re able to provide this support – click here to find out more.

References and announcements – agreeing a factual reference and internal/external announcements means you’re able to work together with the employee controlling the messaging around their exit and supporting them with their hunt for the next role.

Fast payment – promising speedy settlement payments means the employee feels they’re in touching distance of the financial support – costing you nothing and often enough to secure the deal.

Get in touch if you’d like to discuss a tricky exit or your template settlement agreement. In our next update we’ll focus on limitations to confidentiality clauses and your options to capture the agreement terms. 


This update is accurate on the date it was sent (7 July 2021), but may be subject to change which may or may not be notified to you. This update is not to be taken as advice and you should seek advice if anything contained within affects you or your business.