- Client: “Lila”
- Industry: Education sector in Yorkshire
- Persona: Employee offered a questionable settlement agreement after maternity leave
“Lila” faced three simultaneous challenges:
- A new baby
- A return to work after maternity leave
- A low settlement offer from her employer, packaged as the easier alternative to performance management
She felt cornered and needed expert support with settlement agreement negotiation, at pace, while keeping her priorities at heart.
Tackle the Challenge of a Low Offer at a Vulnerable Moment
After building a solid career in education, “Lila” felt a shift in workplace dynamics when she went back from maternity leave.
She’d hoped for a supportive return. Instead, she was told her performance was a concern and offered a settlement for job termination.
The timing couldn’t have been worse with a young baby at home, causing worry and uncertainty about immediate and longer-term issues, which included:
- Money
- Impact on her future job prospects and career
- Whether the offer on the table was fair or not
Her employer was looking for a quick fix. But their actions raised big questions for “Lila”, such as:
- Was this offer on a par with her situation?
- What would happen if she refused and triggered performance management?
- How could she fight her corner while caring for a newborn?
So, she paused rather than entering into a hasty settlement agreement sign-off. The stakes are high for both sides when a job termination is linked to maternity leave, after all.
How No Win, No Fee Employment Lawyers Helped
At Taurus Employment Law & HR, our no win, no fee model offered the following solutions:
- No upfront legal costs at a time when money was tight
- Market-leading services of a no win, no fee employment lawyer and HR specialist with understanding of both employer and employee sides
- Recognition of the emotional weight she was carrying
After reviewing the circumstances and “Lila”’s leverage, we led the settlement agreement negotiation by setting out clearly why the opening offer undervalued her position.
In addition, we demonstrated why a fair settlement made commercial sense for her employer, when drawn-out performance management, time and potential risk would ultimately be more expensive, both financially and reputationally.
Notably, we might well have pushed for more. But this would have entailed more time, stress and uncertainty, which wasn’t in “Lila”’s best interests.
Reach Fair Settlement Agreement Sign-Off Without Losing Money and Your Sanity
Fair outcomes for the people involved matter more than winning at all costs.
In the case of “Lila”’s settlement agreement negotiation after maternity leave, her fair outcome looked like this:
- Almost double the original settlement figure
- A swift resolution
- A lower overall cost to the employer than pursuing performance improvement
- A smooth settlement agreement sign-off, enabling her to walk away and focus on her family
She paid nothing upfront and was able to move on, without months of stress hanging over her.
Turn a Low Offer into a Fair Proposition
Have you been offered a settlement during or after maternity leave?
Or, are you an employer looking for a fair, sensible exit?
In any event, we can help.
Get in touch with us at Taurus Employment Law & HR if you’re looking for professional representation or an employment solicitor for employers.