When an employment relationship comes to an end, the terms of your exit can have a significant impact on your financial security and future career. We help you negotiate the best possible exit package.
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An exit package — sometimes called a settlement agreement or deed of release — is an arrangement negotiated between an employer and employee to resolve an employment relationship on agreed terms. Exit packages may arise in the context of redundancy, a performance or conduct matter, a personal grievance, or simply a mutual agreement to part ways.
A well-negotiated exit package can include payment in lieu of notice, redundancy compensation, payment in settlement of any personal grievance claims, an agreed reference, confidentiality obligations, and non-disparagement provisions. Before signing any exit agreement you should always seek independent legal advice — once signed, these agreements are binding and difficult to challenge.
An exit agreement is a legally binding document. Once you sign it, you typically give up your right to pursue any further claims against your employer. Always seek legal advice before signing — ideally before negotiations even begin.
Talk to us todayWe provide clear, practical advice and strong representation throughout your case.
We review your situation and give you an honest assessment of your legal options and the strength of your case.
We prepare and submit a formal personal grievance to your employer within the 90 day deadline.
We represent and support you throughout the mediation process to achieve the best possible outcome.
If mediation fails, we represent you before the Employment Relations Authority or Employment Court.
We pursue the remedies available to you including lost wages, compensation for distress, and reinstatement where appropriate.
We keep you informed at every stage and are available to answer your questions throughout the process.
Here is what to expect when you work with us on your case.
We start with a no obligation conversation to understand your situation and advise whether you have a viable case.
We help you identify and compile the evidence needed to support your claim.
We prepare and send a formal grievance letter to your employer clearly setting out the basis of your claim.
Your employer has the opportunity to respond. We review their position and advise on next steps.
A mediator facilitates a confidential discussion between both parties. Most cases settle at this stage.
Whether through settlement or a formal determination, we work to achieve the best possible outcome for you.
There are some situations where a claim may be more difficult to pursue. We encourage you to seek advice before ruling out your options.
You must raise your personal grievance within 90 days of the act or omission. This deadline is strict and missing it will likely end your claim.
If you were engaged as an independent contractor rather than an employee, the employment law protections may not apply in the same way.
The strength of your case may depend on the evidence available. We can advise you on what evidence is needed and how to obtain it.
If your own conduct contributed to the situation, this may reduce the remedies available to you, though it will not necessarily prevent a claim.
Settlement agreements or deeds of release you have previously signed may affect your ability to raise certain claims. We can review any such documents.
Don't rule yourself out before speaking to us. Contact us for a free assessment of your situation and options.
Getting the right advice before you sign can make a significant difference to your outcome. Contact us today and we will help you secure the best possible terms.