The situation
Following a performance process, both the business and the employee had reached a point where continuing the employment was unlikely to work for either party.
Why it was difficult
A protected conversation handled incorrectly can be used as evidence against you. The owner needed a clean way out that could not be unpicked later.
What Samantha did
- Set up the protected conversation correctly so it stayed protected
- Structured a fair settlement that made commercial sense
- Coordinated the agreement with the employee's adviser
- Made sure the wording protected the business properly
The outcome
A fair settlement was agreed and signed. The employee left with dignity and the owner avoided months of further process and tribunal risk.
Clean, agreed exit. No tribunal.
What this means for you
A settlement done right ends things cleanly and protects you. Done wrong, it hands the other side evidence. The set-up is everything.
Related support
Settlement and exit support →Anonymised. Sector, names and identifying details have been removed or changed. Outcomes reflect the specific circumstances of each case and are not a guarantee of any particular result.