A typical timeline
| Stage | Typical time |
|---|---|
| Offer made and draft agreement sent | Day 0 |
| Time to consider and take advice | At least 10 calendar days |
| Solicitor reviews and advises | 1 to 2 working days from receiving documents |
| Negotiation, if any | A few days to 4 weeks |
| Signing by you, your adviser and the employer | 1 to 3 days |
| Payment | 14 to 28 days after signing or termination |
How long you have to consider the offer
Paragraph 12 of the Acas Code of Practice on settlement agreements says employees should be given a reasonable period to consider a proposed agreement, and that as a general rule a minimum of 10 calendar days should be allowed to consider the formal written terms and receive independent advice, unless the parties agree otherwise.
If you are given 48 hours, say you need longer and why. Telling you the offer will vanish unless you sign immediately, or that you will be dismissed if you refuse, is the kind of pressure the Code describes as improper. See protected conversations.
What slows things down
- Missing documents, especially bonus and share scheme rules.
- Disagreement over the reference or announcement wording.
- Internal sign-off on the employer's side for any increase.
- Remuneration committee decisions on share awards.
- Holiday periods and payroll cut-off dates.
Signing
Agreements are usually signed electronically. You sign, your adviser signs the certificate and the employer signs last. Until the employer has signed, the agreement is still "subject to contract" and either side can walk away. Ask for a fully signed copy.
When you are paid
The agreement should give a date or a number of days. Notice pay and holiday pay normally go through payroll on the usual pay date. The compensation payment is often made separately. If the taxable part is paid after your P45, it is taxed on a 0T code, which can over-deduct. See tax on settlement agreements.
If payment is late, write to the employer citing the clause. A settlement agreement is a contract, and unpaid sums can be recovered as a debt. See after you sign.
Tribunal time limits
The clock runs while you negotiate. You must notify Acas for early conciliation before the time limit expires. If you miss it, your claim is almost certainly lost, and so is most of your bargaining power.
| When the dismissal or act happened | Time limit for most claims |
|---|---|
| Before 1 October 2026 | 3 months less one day |
| On or after 1 October 2026 | 6 months less one day |
For unfair dismissal the limit runs from the effective date of termination. For discrimination it runs from the act complained of or, where there is a series of connected acts, the last of them. Statutory redundancy pay and equal pay claims already had six-month limits. A few claims have different dates, including breach of contract claims in Scottish tribunals, where the change applies from 9 November 2026.
Early conciliation pauses the clock while Acas is involved and can extend the deadline afterwards. The rules are technical, so get the date checked by a solicitor. Our guide to the six-month time limit has more.
Frequently asked questions
Is the 10 day period a legal right?
It comes from the Acas statutory Code of Practice. It is not an absolute right, but tribunals take the Code into account, and unreasonable pressure can count as improper behaviour.
Can I ask for more time?
Yes. Employers usually agree to a short extension if you explain you are taking advice. Ask in writing before the deadline passes.
When will I be paid?
On the date stated in the agreement, commonly within 14 to 28 days of the later of the termination date and the employer receiving the signed agreement and adviser's certificate.
Does negotiating a settlement pause the tribunal deadline?
No. Only notifying Acas for early conciliation pauses it.
Sources
About this guide. This page is general information, not legal advice, and reflects the law and published government plans on the date shown above. Frederick George is a legal referral service, not a law firm. For advice on your own circumstances we will introduce you to an SRA-regulated solicitor.