A settlement agreement usually involves more than signing an exit document. It may affect pay, notice, holiday, bonus, commission, pension contributions, confidentiality, references, announcements, post-employment restrictions, tax treatment and the legal claims being waived.

If you are an employee, we can explain the terms, advise on your rights, identify whether the offer should be negotiated and provide the independent legal advice required before the agreement becomes binding.

If you are an employer, we can draft, review and negotiate settlement agreements connected to redundancy, performance, sickness absence, grievances, senior exits, workplace disputes and potential tribunal claims.

A dismissal may be unfair if there was no fair reason, if the employer failed to follow a fair procedure, or if dismissal was not reasonable in the circumstances.

If you have been dismissed, we can advise on the process followed, the evidence relied on, the time limits that apply and whether an unfair dismissal claim may be available. If you are an employer, we can advise on disciplinary process, investigation, consistency of treatment, documentation, proportionality and tribunal risk.

Constructive dismissal can arise where an employee resigns in response to a serious breach of contract by their employer.

If you feel forced out, undermined, bullied, demoted, denied pay, subjected to unreasonable changes or left with no realistic option but to resign, take advice before resigning where possible. Timing, evidence, wording and the reason for resignation will all be examined.

If you are an employer, we can advise where grievances, management decisions, workplace conflict or unresolved concerns could create a risk of resignation and claim.

Workplace discrimination may involve direct discrimination, indirect discrimination, harassment, victimisation, pregnancy discrimination, disability discrimination, race discrimination, sex discrimination, religious discrimination, age discrimination, sexual orientation discrimination or a failure to make reasonable adjustments.

If you are an employee, we can advise whether the treatment you have experienced may be unlawful and what evidence may support your position.

If you are an employer, we can advise on responding to discrimination concerns, investigating complaints, making reasonable adjustments, handling grievances and reducing the risk of tribunal proceedings.

Pregnancy and maternity discrimination can affect recruitment, treatment at work, redundancy selection, maternity leave, return-to-work arrangements, flexible working requests and career progression.

If you have been treated unfavourably because of pregnancy, maternity leave, pregnancy-related illness or return-to-work needs, we can advise on your rights and options.

If you are an employer, we can advise on managing pregnancy and maternity rights lawfully and sensitively, particularly where absence, redundancy, role changes, performance concerns or flexible working requests are involved.

Redundancy is a business decision carried out through a legal process.

If you are an employee, we can advise whether the redundancy is genuine, whether you have been fairly selected, whether consultation has been meaningful, whether suitable alternative employment should have been considered and whether the process or package should be challenged.

If you are an employer, we can advise on business rationale, selection pools, scoring criteria, consultation, alternatives, documentation, collective redundancy issues and settlement options.

Employment tribunal claims require preparation, evidence, strategy and an understanding of how the case may develop.

Magara Law advises employees and employers on ACAS Early Conciliation, tribunal time limits, claim preparation, evidence, schedules of loss, witness statements, settlement strategy, hearings and employment tribunal representation.

Where a negotiated resolution is possible, we will explore it. Where a claim or defence requires a firm and calculated approach, we prepare accordingly.

Workplace mediation can help resolve conflict before it becomes a grievance, resignation, dismissal or tribunal claim.

If you are an employer, mediation may help protect working relationships, reduce disruption and create a structured route through difficult conversations. If you are an employee, mediation may provide a forum to raise concerns before the situation becomes entrenched or adversarial.

Magara Law provides mediation supported by employment law expertise.

Magara Law’s employer annual retainer gives organisations access to ongoing employment law support for contracts, policies, grievances, disciplinary processes, redundancies, sickness absence, settlement agreements, workplace investigations, mediation and tribunal risk.

This is designed for SMEs, charities, schools, faith-based organisations and growing employers that need practical legal support before workplace issues become formal disputes.