Settlement Agreement Solicitor in Ireland

If your employer has offered you a settlement agreement, compromise agreement or exit package, it is important to understand what you are being asked to sign before you agree.

A settlement agreement usually means your employment is ending, or a workplace dispute is being resolved, in exchange for agreed terms. These agreements often involve compensation or an exit payment, but they may also require you to give up important employment law rights.

At Orpen Franks LLP, we advise employees on settlement agreements, compromise agreements, exit packages, severance terms, redundancy settlements and employment rights in Ireland.

If you are looking for a settlement agreement solicitor in Ireland, we can review your agreement, explain the terms clearly and advise whether the offer is fair.

If you have been offered a settlement agreement or exit package, speak to Orpen Franks LLP before signing anything.

You should not sign a settlement agreement until you understand what rights you are giving up and whether the payment and terms are reasonable.

A settlement agreement may prevent you from bringing claims against your employer, including claims for unfair dismissal, discrimination, redundancy issues, payment disputes, harassment, penalisation or other employment rights.

At Orpen Franks LLP, we can review the agreement, explain the risks, advise on the offer and help you decide whether to sign, negotiate or ask for changes.

A settlement agreement is a legally binding agreement between an employer and employee. It usually sets out the terms on which employment will end or a workplace dispute will be resolved.

A settlement agreement may include:

• An exit payment or compensation payment
• Notice pay or pay in lieu of notice
• Holiday pay
• Bonus or commission terms
• Redundancy payment
• Pension or benefits arrangements
• Reference wording
• Confidentiality clauses
• Non-disparagement clauses
• Restrictive covenants
• Return of company property
• Waiver of employment claims

Settlement agreements are often used in redundancy situations, senior exits, workplace disputes, performance issues, disciplinary matters, grievances, discrimination complaints or negotiated departures.

A compromise agreement is an older term that many people still use for a settlement agreement.

If your employer refers to a compromise agreement, severance agreement, exit agreement or termination agreement, it may mean broadly the same thing: an agreement where you receive certain payments or terms in exchange for giving up legal claims.

Whatever the document is called, you should get advice before signing.

You should consider getting legal advice if:

• Your employer has offered you a settlement agreement.
• You have been asked to sign a compromise agreement.
• You have been offered an exit package.
• You are being made redundant and offered extra severance terms.
• You are leaving after a grievance or disciplinary process.
• You are being asked to waive employment claims.
• You are unsure whether the payment is fair.
• You want to negotiate a better package.
• You are worried about confidentiality or restrictions.
• You need advice quickly before a deadline.

Early advice can help you avoid signing away valuable rights or accepting less than you may be entitled to.

Yes, in many cases settlement agreements and exit packages can be negotiated.

Your ability to negotiate may depend on factors such as:

• The strength of any potential employment claim
• Your length of service
• Your seniority
• Your contract terms
• Whether the employer followed fair procedures
• Whether there are redundancy, discrimination or dismissal issues
• Whether you have raised a grievance
• Whether your employer wants a quick agreed exit
• The value of your notice, bonus, commission, pension or benefits
• The risk to the employer if no agreement is reached

Negotiation is not only about money. You may also be able to negotiate:

• A better reference
• An agreed announcement
• More favourable tax wording
• Extended benefits
• Garden leave terms
• A later termination date
• Changes to confidentiality clauses
• Changes to restrictive covenants
• Payment of legal fees

We can advise whether the offer appears reasonable and what improvements may be worth seeking.

Settlement agreements are often used in redundancy situations, particularly where an employer offers an enhanced redundancy payment.

If you are being made redundant, you should check:

• Whether the redundancy is genuine
• Whether consultation was fair
• Whether selection criteria were fair
• Whether alternatives were considered
• Whether statutory redundancy pay is correct
• Whether notice and holiday pay are included
• Whether the enhanced payment is reasonable
• Whether you are waiving unfair dismissal or discrimination claims

If you have been offered a redundancy settlement agreement, we can review the terms and advise whether the package is fair.

Settlement agreements may also be offered after a workplace dispute, such as:

• A grievance
• Bullying or harassment complaint
• Discrimination complaint
• Disciplinary process
• Performance management process
• Sickness absence issue
• Breakdown in working relationship
• Protected disclosure issue
• Alleged misconduct
• Threatened dismissal

In these situations, the strength of your potential claim may affect whether the offer is reasonable. We can help you understand your position before you decide whether to accept or negotiate.

You should not feel forced to sign a settlement agreement before you understand it.

You may be concerned if:

• You are given a very short deadline.
• You are told the offer will disappear immediately.
• You are discouraged from getting legal advice.
• You are not given time to review the agreement.
• You are told signing is your only option.
• You feel threatened with dismissal if you do not sign.
• You are not given enough information about your rights.

If you feel pressured, get advice before responding. You may have more options than you think.

Settlement agreements usually require legal advice so that you understand the effect of the agreement and the rights you may be waiving.

Independent advice is important because once you sign, it may be difficult or impossible to bring claims covered by the agreement.

At Orpen Franks LLP, we can review the agreement, explain it clearly, answer your questions and advise on any changes that may be needed.

At Orpen Franks LLP, we advise employees on settlement agreements, compromise agreements, exit packages, severance terms, redundancy settlements, workplace disputes and employment rights.

We can help with:

• Reviewing settlement agreements
• Explaining what claims you are waiving
• Checking severance payments
• Advising on notice, holiday pay, bonus, commission and benefits
• Reviewing confidentiality and non-disparagement clauses
• Reviewing restrictive covenants
• Negotiating improved exit package terms
• Advising on redundancy settlement agreements
• Advising on settlement agreements after grievances or disciplinary issues
• Advising on references and agreed announcements
• Helping finalise the agreement

Our advice is clear, practical and focused on helping you protect your rights, your finances and your future.

If your employer has offered you a settlement agreement, compromise agreement or exit package, do not sign until you understand what it means.

At Orpen Franks LLP, we can review the document, explain your rights and advise whether the offer is fair.

Contact Orpen Franks LLP today for clear, confidential settlement agreement advice before signing.