How our settlement agreement calculator works

The settlement agreement calculator gives you an instant automated calculation of the value of your potential settlement agreement (formerly known as a compromise agreement).

Full transcript:

Hi there. I'm going to talk about the settlement agreement calculator in this video.

So, the settlement agreement calculator is a unique tool which we designed in order to tell you roughly

what you might be kind of expecting to get in your negotiated exit package

when you're leaving a job when you're being badly treated.

Now there are other sites um I think one other site out there that actually does one of these

Now what they did is they copied on earlier our settlement agreement calculator so our one that we have iss currently a lot more advanced.

Now the way this all started and I'm a solicitor myself and specialized in employment law

is that I was actually getting people to email in a few points about their case and I was trying to work it all out

and then emailing them back and like literally one-by -one sending a bespoke calculation.

Well that was back in about
you know developments with technology and I've had some coders write some algorithms which actually kind of will give you a rough idea.

So, what happens is you put all your details into the calculator,

if you actually look underneath the e calculator if calculator itself, on the calculator page on this website,

you can see all the criteria that we use, we can..... you can see an explanation of why the....the different bits

affect your your value in different ways.

You hit the calculate button and it gives you this kind of instant calculated value,

it just tells you a rough number and that's it, there's nothing too special or difficult about that.

So, it's just a one click, you get a.... a number on your screen and that's roughly what you would get.

And if you want I can tell you a little bit more about the individual fields that we're asking you to tick here,

I've got my laptop with me because it's it is.... there is quite a few different ones.

Um, I don't need to look at the first one but it's salary.

Salary, so, salary that's kind of going to determine..... you know that's the biggest factor influencing what you're going to get.

Now we..... we kind of start this off at around about um
So, I'm going to look on my laptop to kind of refresh.... refresh my memory about the different um, you know bit fields that we're asking,

bit..... bits of data we're asking you to fill up, obviously the first one being salary,

that's be far the most influential factor in how much you'll get.

The more you earn, the more you'll get as with much in life.

Now um we've taken in average of about
Now why do we do this?

Well really it's kind of averaging a lot of cases, you know past experience and it assumes a couple of things,

it assumes that you're still employed so you've still got that tool in your arsenal which is that you're a thorn in their side

So if you've actually resigned then you're making it a lot more easy for them to ignore you.

Whereas if you're still employed you can turn up every day so you know you can expect to get a bit of a better deal for.....

in exchange for you leaving quietly.

So, assuming you're still employed and assuming that you know you have a relatively sort of average set of case features,

other things which influence that is your notice period, we try and get people's notice period paid as a lump sum and that used to be doable as a tax free amount,

but the laws changing now as of um the
So, you know no longer would be able to get that tax free but still we'd hopefully get that chucked in.

And then let me just have another look, what have we got here?

So, we've got age and if you're very much near to retirement age you can try and negotiate a better deal

because um you know you might not be able to get another job basically.

The number of of employees, you know there are various strands within that,

but the companies are kind of more used to these things.

So, if you've got a very big company you might get a bit less, a very small company you might get a bit because they might not have much money to pay you.

So, somewhere in the middle that's where you might get a bit more.

Uh, other factors so we've got years worked.

Well you need at least
So, if you're claiming constructive dismissal you know if you've got less than
Because your employer is entitled legally entitled to just dismiss you with no warning at all.

You've got more than
so you've got a stronger basis really to ask for um a negotiated settlement.

Um, redundancy, so, if you're being made redundant is a swathe of people,

then you're going to struggle again because you know ultimately you're going to try and argue that it's unfair they're just singling you out.

Well if they're closing your entire office or the entire factory or wherever you work you know that is not you being singled out really, is it?

that's just a business need which they're legally entitled to do, whereas if it's just you personally going and you really have been singled out,

it's much easier for you to argue that you've been kind of unfairly picked on here, this is not a true redundancy this may be a sham redundancy

or a fake redundancy where really they're just using this as a way to get rid of you and you're not being made redundant at all

and maybe they're even replacing you with someone on exactly the same money, doing exactly the same job.

So, other factors, um whether you've put a grievance in, whether you issued a tribunal, um if it's discrimination,

if you've already left your job, if you're disabled, whistle-blowing claim, performance review ,if you've got a new job.

So, if you have got a new job that's, a lot more difficult for you because you can't argue that you've suffered financial loss.

Whereas if you don't have your on going financial loss it's really going to make your employer sit up and take notice,

quickly we better settle this negotiation now before you know this person's out of work for a year,

because that is ultimately what an employment tribunal judge would look at when deciding how much to award you,

it's more about how much you've actually lost for being out of work, it's less about injury to feelings in this country.

In America you can get large awards for being badly treated, in this country you can't.

Even for discrimination people think you know reading the media, reading the newspapers,

wow! Six-figure sums for discrimination is very unusual.

In fact you're looking at between about, the average award is about
Um, really the kind of maximum if you like is.... is within the tribunal guidelines, the normal guidelines is about
So, really discrimination perhaps not as valuable as people think.

Um other factors bonus, commission. Well bonus that's normally discretionary

but you know sometimes we can argue that they should top you up for your bonus.

Commission on the other hand that's often contractual.

So, that's something that we would argue pretty strongly that you should be getting sick leave.

Well, if you've been unsick for a long time and you're out of sick leave, you're out of paid leave then that will go against you

because here's someone they think that.... who..... who is unable to work, physically too sick to work

so they're not going to get much compensation from any kind of judge.

And because they wouldn't have lost any money because it's not the employers fault that you're too sick to work,

well you might think it is if it's especially stress and anxiety they've caused.

But anyway if you still got a large amount of sick leave which is unpaid, sorry which is paid rather but it's untaken,

then certainly you can wrap that up, bundle that up into a negotiation um, settlement scenario.

Where you could be arguing they should pay you that and or at least a portion of that rather than you taking that.

Um and or at least a portion then yeah public sector you might notice if you tick the public sector box on this calculator,

that means you're not going to get a very high result because public sector is notoriously difficult to negotiate against.

Um, for whatever reason often they'll have a policy that they'll take every case to an employment tribunal, okay?

There are nuances in different organizations whether it's the NHS, whether it's the school, we can tell you a bit more about that in a free consultation, okay?

That we're not going to you know hold you to instructing us,

there's no obligation if you just wanted to get in touch with us for a free consultation

you know we're more than happy to talk you through any of those stuff.

But [coughs] public sector a very difficult case.

Right, so performance review, - if you want a performance review situation or performance improvement plan,

you can often get your employer to bundle in all the salary that you would have earned during that process,

so rather than making you go through all those hoops and you know perhaps even beat the performance improvement plan,

you can get them to pay you that money upfront and also you're saving their management time,

so that's a good thing to be ticking that box.

Um, whistle-blowing if you really do have kind of quite damning information about some malpractice or illegality, like for

like for example corporate fraud is very common, that they have been implementing you know behind the scenes,

then that can help you.

Right, so those are a few of the factors that are going to affect the amount you've..... you're going to be able to negotiate.

As I said try out this calculator, you know try a few different variations, see what happens,

um, and you know if you do have any queries get in you touch with us for a free consultation.

Thanks very much.