Check statutory redundancy pay (usually for employees with at least two years' service), any enhanced scheme, accrued holiday and your notice entitlement separately. A settlement agreement is voluntary: neither side has to agree to extra money. An employer's initial offer is not always negotiable, and alleged flaws in a process do not guarantee a tribunal award or a higher offer. Do not give up existing entitlements without understanding the terms.
Additional payment: Explain any genuine concerns about consultation, selection and alternatives, and what amount you propose to resolve them. Notice: Working notice, garden leave and payment in lieu of notice (PILON) are different. PILON may end employment immediately and requires attention to the contract or your agreement; you cannot insist on PILON unilaterally. Reference: You can ask for agreed wording attached to the agreement, but check what it actually commits the employer to provide and any exceptions to it. Equipment and outplacement: Ask whether company property may be retained (subject to security and tax) or whether retraining/outplacement can be funded; neither is an entitlement. Restrictions and confidentiality: Read any non-compete and non-disparagement wording carefully and request changes where appropriate.
For a statutory settlement agreement to waive specified employment claims validly, it must be in writing, identify the particular claims and meet legal conditions including independent advice from an insured relevant adviser named in the agreement. There is no general legal requirement that the employer pay your advice fees: ask whether it will contribute, and agree costs before instructing someone. Do not sign first and seek advice later.
The first combined £30,000 of qualifying redundancy and termination payments is generally free of employee income tax; this does not turn wages, holiday pay, PILON or post-employment notice pay into tax-free redundancy pay. Notice pay is normally taxable and subject to National Insurance; do not relabel taxable pay to use the threshold. Get tax advice on your specific figures.
Acas advises allowing a reasonable period to consider a formal offer. An offer or negotiation does not itself stop tribunal limitation periods; consider early conciliation in Great Britain in time. Northern Ireland has a separate LRA process. Read more: https://myredundancyrights.co.uk/negotiate