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Every Thing RightHR
Agree it in writing

Settle a departure in writing, not at a tribunal.

Easier than a face-to-face conversation. Quicker and cheaper than litigation. Agree the arrangements point by point, then finish them properly.
Start an agreementTalk it through first
Free to start and agree · £49.99 at the end, normally paid by the employer · Only the two of you can read it
A woman at her kitchen table, writing a reply on her laptop in her own time
How it works

Four steps, in your own time

  1. 1
    Set out the points

    Last day, notice, holiday, final pay, any payment, reference, announcement. Use the wording library or your calculator figures.

  2. 2
    Invite the other side

    They get a private link from your own email and join in their own time.

  3. 3
    Agree, or suggest a change

    Point by point, with a reply-by date. Every version is kept, so nothing gets lost in an email chain.

  4. 4
    Finish it properly

    Download the agreed terms with a full history, then the starting document for the route you choose.

Start an agreement

  1. 1. Situation
  2. 2. What to agree
  3. 3. Who
Who are you?
What's the situation?
Is there a live grievance, disciplinary, whistleblowing concern or tribunal claim?Those need their own process. You can still use this for the practical arrangements.
What kind of discussion?

This is an open record. Either side can rely on it later, which is what you want for straightforward arrangements like a last day, holiday and handover.

What does protected mean?

A protected discussion is marked and made under . In most cases, that means what's offered can't later be used as evidence in an ordinary unfair dismissal claim, so both of you can speak openly about ending employment on agreed terms.

It doesn't cover discrimination or whistleblowing, and it's lost if either side behaves improperly, for example by putting the other under pressure.

Read the full guide ›
When is an open record used instead?

When you're agreeing practical arrangements that either of you may want to rely on later, such as the last day, holiday and handover after a resignation. Nothing is hidden from a tribunal.

The detail

Good to know before you start

Ways to finish: a letter, a settlement agreement or Acas

Once everything is agreed, you choose the route. We give you the documents with your terms filled in. Which route fits is for you and any adviser to decide.

  1. 1
    A confirmation letter
    For practical arrangements only. The employer confirms the agreed terms and payroll works from them.
  2. 2
    Heads of terms for a settlement agreement
    When there's a payment or either side wants claims settled. Marked subject to contract, ready for the advisers, so the employee's independent advice starts from an agreed position and costs less.
  3. 3
    A summary for an Acas conciliator (COT3)
    When a claim has been raised or is likely. Acas early conciliation is free and a COT3 binds without separate legal advice.
  4. 4
    Mediation, at any stage
    If points keep going back and forth or things go quiet, a CMC-accredited employment mediator can usually help you reach agreement in a day. Then come back and record what you agreed.
For employers
  • £49.99, and only if you reach agreement. Defending even a straightforward tribunal claim commonly costs £5,000 or more in legal fees, before management time.
  • Protected by default. Discussions run under the without prejudice principle and section 111A of the Employment Rights Act 1996, and every page and download is marked.
  • A reply-by date of at least 10 days when money is on the table, in line with the Acas Code on settlement agreements.
  • A tamper-evident record. Every proposal and agreement is time-stamped and fingerprinted, and both sides' copies show the same value.
  • Neutral ground. Each side writes their own words, so there's no suggestion anyone was pressured or advised by us.
For employees
  • No difficult meeting. Reply in your own time, in your own words.
  • Every offer is written down, so nothing changes between conversations.
  • Bring your figures straight from our redundancy, notice and holiday calculators.
  • You're free to take advice at any point, and you don't have to agree to anything.
Why now: the tribunal backlog

A claim started today can take years to be heard, at a cost to both sides long before anyone wins.

64,000
single claims waiting at the end of March 2026, up 55% in a year
50,000
new claims in 2025/26, up 39%, while the tribunal cleared 12% fewer
2029
the year some final hearings are now being listed for

Sources: GOV.UK Tribunal Statistics Quarterly, January to March 2026; hearing listings reported July 2026.

Should we try mediation first?

Sometimes, yes. If the relationship needs a conversation before anything is written down, start with mediation. Once you've agreed the outline, record the detail here so you both have it in writing. Choose "Writing up what we agreed in mediation" when you start.

Is it legal advice?

No. It's a neutral, written way to agree arrangements. Each of you writes your own words, and we don't advise or act for either side, or say what anyone should accept. Take advice whenever you need it.

What does protected mean?

Offers made in a genuine attempt to settle a dispute are usually without prejudice, and section 111A protects pre-termination negotiations in ordinary unfair dismissal claims. Neither protection applies if someone behaves improperly, and section 111A doesn't cover discrimination, whistleblowing or other automatically unfair reasons. If there's a live grievance or claim, contact Acas.

Is the result legally binding?

The agreed terms are a written record. Giving up legal claims needs a settlement agreement, which only binds after the employee has had independent advice, or an Acas COT3. We give you the starting document for either.

Who can read what we write?

Only the two of you. It's encrypted on your device with a key held in your private links, so Every Thing Right HR can't read it. We hold names, email addresses and where things are up to, so we can send reminders.

Does it pause tribunal time limits?

No. Most claims must start within 6 months of the event (3 months for events before 1 October 2026), and need Acas early conciliation first. If you think you may have a claim, contact Acas early.

What does it cost?

Nothing to start, invite or agree. Once everything is agreed, the employer pays £49.99 once to unlock the agreed terms and the finishing documents for both sides. The employee never has to pay. If you don't reach agreement, there's nothing to pay.

What happens afterwards?

The agreement is deleted 90 days after it closes. Download the agreed terms and the full history before then.