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A negotiated resolution can protect an ongoing working relationship or bring an exit dispute to a clear conclusion. The agreement still needs to be enforceable and complete.
What we help you decide
Employment mediation, settlement and enforcement. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Choosing the process
Informal negotiations, mediation, labour court conciliation and collective conciliation-board proceedings serve different purposes. Identify the parties, authority to settle and the issues that can lawfully be resolved by agreement.
Preparing a settlement
Separate admitted amounts from disputed claims. Address payment dates, references, confidentiality, return of property and the scope of any release. Where employment is to end, consider the required form and the consequences of the chosen settlement mechanism.
Making the result effective
A private agreement and an enforceable court settlement are not interchangeable. Clear obligations, dates and wording help prevent a second dispute. If a judgment or settlement is not honoured, assess the available enforcement route and the nature of the obligation.
Practical example
The parties agree a payment but leave the reference and bonus unresolved. We turn the commercial understanding into a complete set of terms and identify which obligations require an enforceable title.
Documents for an initial review
- Claims and settlement proposals
- Any court orders or existing title
- Calculation of amounts
- Desired non-financial terms
Related advice
Labour court proceedings and urgent relief · Settlement agreements and severance · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.