How to ask for a settlement agreement
You can ask your employer to discuss a settlement agreement. The request does not require the employer to agree or pay compensation. Before making it, identify what you want to resolve, the terms you are seeking and the employment processes which remain active.
Decide what you are asking for
A request to discuss options is different from offering to resign or accepting an exit date. Be clear about the proposal you intend to make. If you want to explore settlement without agreeing to leave, the wording needs to reflect this.
Identify the outcome sought. It may involve an agreed end to employment, a payment dispute or particular terms concerning a reference. Avoid starting with a generic demand for “a package” without knowing what the package would need to contain.
Prepare the basis for your request
Collect the relevant employment correspondence, contract and payment information. If the request arises from a grievance or other dispute, identify the concerns and the evidence supporting them. Do not add allegations solely to increase the requested amount.
Calculate outstanding entitlements separately from extra compensation. Keep a record of how you reached the proposed figures. This makes a discussion about money more precise than an unexplained salary multiple.
Check confidentiality before sending
“Without prejudice” protection depends on an existing dispute and a genuine attempt to settle it, with exceptions. Section 111A provides a different protection for some discussions before termination, mainly in ordinary unfair dismissal proceedings. It does not create blanket secrecy across all potential claims.
The heading alone cannot supply the missing conditions. If the discussion concerns discrimination, whistleblowing or several claims, obtain advice on the route and wording before relying on confidentiality.
Keep the first request clear
Identify the matter you want to discuss and ask if the employer is willing to explore agreed terms. Keep any proposed terms separate from admissions about disputed allegations. Use language reflecting your actual intention and obtain advice before offering to resign.
There is no single opening message suitable for every case. A request during a live disciplinary process needs a different assessment from a payment discussion after employment has ended. The recipient and content need to match the situation.
What happens after the request?
The employer may agree to discuss, ask for a proposal or decline. If it responds with terms, request the complete written offer and enough time for advice. Record changes to the draft and do not assume a verbal promise will be included later.
If the employer declines, the underlying grievance, investigation or contractual dispute remains. Check its next step and deadlines. Settlement discussions do not replace the response required in another process.
Questions employees ask
Does asking mean I have resigned? The effect depends on what you communicate. A carefully expressed request to discuss terms is different from a resignation, which is why the wording matters.
Can I ask while a PIP is running? You can propose discussions, but the Performance Improvement Plan continues unless the employer agrees to change it. Address the performance process separately.
Get advice before sending your proposal
An unclear request can create disagreement about your intentions or proposed departure. A Belonge Case Assessment reviews the relevant correspondence, draft request and supporting evidence. The £149, one hour assessment includes a written report with findings and recommended actions.
Belonge does not provide statutory settlement agreement sign off.