When most people think of settlement agreements, the focus is often on the financial compensation, such as redundancy pay, notice pay, and other monetary elements. However, settlement agreements also offer a variety of non-financial benefits that can be equally valuable, especially in supporting your career, protecting your reputation, and helping with a smooth transition into new employment. Here’s a detailed look at the non-financial benefits commonly included in settlement agreements and why they matter.

1. Agreed Reference

One of the most sought-after non-financial benefits in a settlement agreement is an agreed reference. For many employees, securing a positive reference is essential to maintaining their professional reputation and finding new employment.

• Why It Matters: In competitive job markets, a strong reference from a previous employer can make a big difference. If the departure was due to a dispute or redundancy, having an agreed-upon reference helps ensure that potential future employers receive a consistent and supportive account of your work.
• What It Entails: An agreed reference clause usually specifies the exact wording your employer will use when responding to reference requests. This may include your job title, responsibilities, dates of employment, and sometimes a positive note on your performance.
• Negotiation Tips: Some agreements allow you to draft the reference language, subject to employer approval, giving you some control over how you are portrayed.

2. Confidentiality Clauses

Most settlement agreements include confidentiality clauses that prevent both you and your employer from publicly discussing the terms of your agreement or the circumstances surrounding your departure.

• Why It Matters: Confidentiality protects your reputation by keeping the details of your exit private. It also prevents your employer from making negative statements about you to colleagues or industry contacts, which can be critical if you’re planning to remain in the same field.
• What It Entails: These clauses can apply to the financial terms, reasons for departure, or any grievances involved. In some cases, the confidentiality obligation is mutual, meaning both you and the employer agree not to make disparaging comments about each other.
• Negotiation Tips: You may be able to negotiate exceptions to allow discussions with family, legal advisers, or future employers, providing you with flexibility without breaching the agreement.

3. Non-Disparagement Clauses

A non-disparagement clause is an agreement that both parties will refrain from making negative or harmful comments about each other.

• Why It Matters: In addition to confidentiality, non-disparagement offers another layer of protection for your reputation. It helps prevent your employer from sharing negative opinions about you, especially if your departure was contentious.
• What It Entails: The employer may agree not to disparage your performance or character, and you, in turn, agree not to disparage the company, its leaders, or colleagues.
• Negotiation Tips: This clause can be especially useful if you’re concerned about potential impacts on future employment. You may also request that the agreement specifies certain individuals (such as managers or executives) who are bound by the non-disparagement clause.

4. Retention of Company Property and Benefits

In some cases, settlement agreements address company property and benefits. While these aren’t direct financial payments, they can provide valuable support as you transition out of your role.

• Why It Matters: Certain benefits, such as continued use of a company car, phone, or laptop, or extended healthcare coverage, can provide continuity and reduce stress during your career transition.
• What It Entails: Some agreements allow you to keep items that were provided to you for work purposes, like mobile devices or laptops. In other cases, extended health or insurance coverage may be provided for a set period.
• Negotiation Tips: If your role included significant perks or benefits, consider negotiating to retain them for a few months or until you secure new employment. This can be especially important if the benefits include medical or dental coverage.

5. Outplacement Support and Career Transition Assistance

Outplacement support is an increasingly common benefit in settlement agreements, particularly for senior-level employees or those in specialized roles.

• Why It Matters: Outplacement services provide support as you look for new employment, making it easier to transition into a new role. This can be valuable if the job market is competitive or if you’re considering a career change.
• What It Entails: Outplacement services can include career counseling, CV writing workshops, interview coaching, networking opportunities, and job search support. Some employers may even offer training or reskilling programs.
• Negotiation Tips: If your role is highly specialized, consider asking for customized career support. For example, executive-level outplacement services may include one-on-one coaching sessions or access to high-level networking events.

6. Apology or Statement of Regret

While it’s not common, some employees request a formal apology or statement of regret from their employer, particularly if the departure involved mistreatment, harassment, or other personal grievances.

• Why It Matters: An apology or acknowledgment of regret can provide closure and help restore your self-esteem and confidence after a difficult experience. This is especially important in cases involving bullying or discrimination.
• What It Entails: This may be a written statement included in the agreement or a verbal acknowledgment, depending on your preferences. It’s often framed as a general statement of regret rather than an admission of fault.
• Negotiation Tips: If you feel strongly about receiving an apology, approach it as a request for personal resolution. Employers are sometimes willing to provide this if it helps achieve an amicable separation.

7. Agreed Public Statements or Announcements

In some cases, you may be concerned about how your departure will be perceived publicly, especially if you’re in a high-profile or public-facing role. An agreed public statement or press release can help control the narrative.

• Why It Matters: By agreeing to the terms of any public statement, you can help ensure your reputation remains intact and that the reasons for your departure are communicated positively or neutrally.
• What It Entails: This may include the wording of an internal announcement to colleagues, an external press release, or a LinkedIn post that you and the employer both agree to. It could simply state that you’re leaving for new opportunities, with no mention of any underlying issues.
• Negotiation Tips: If you have a significant public presence or work in an industry where reputation is key, this can be a valuable term to negotiate. Ensure that both parties have input in drafting the statement to avoid misunderstandings.

8. Access to Health and Wellness Resources

For employees facing particularly challenging circumstances, such as high-stress situations or personal grievances, some settlement agreements include health and wellness resources as part of the package.

• Why It Matters: Mental health support or wellness resources can help you recover from a stressful work environment or navigate the emotional aspects of a departure. This is particularly valuable if the departure involved bullying, harassment, or other difficult conditions.
• What It Entails: Wellness benefits may include access to counseling, therapy sessions, or wellness programs for a set period. Some employers also offer access to stress management resources or mindfulness programs.
• Negotiation Tips: If you feel you would benefit from mental health support, discuss this with your solicitor. Your employer may be willing to include such resources, especially if your role involved high-stress responsibilities or you experienced workplace challenges.

9. Retention of Professional Memberships and Subscriptions

If your role required professional memberships or industry subscriptions, retaining these can be beneficial as you look for new opportunities.

• Why It Matters: Memberships to professional bodies, certifications, or industry organizations can be costly, and retaining them can be advantageous as you seek new employment. This is particularly useful if your job required continuous professional development (CPD).
• What It Entails: Some employers agree to cover the cost of renewing professional memberships or certifications for a set period after your departure. This may include industry journals, training resources, or online course access.
• Negotiation Tips: Ask about extending these memberships or subscriptions if they’re important to maintaining your professional qualifications or credibility.

Final Thoughts: Leveraging Non-Financial Benefits in Settlement Negotiations

Non-financial benefits are a key part of many settlement agreements and can add significant value, especially if you’re focused on your long-term career goals and personal well-being. Whether it’s an agreed reference, outplacement support, or an apology, these benefits can support you during your transition and help protect your reputation.

When negotiating your settlement agreement, consider which non-financial benefits are most important to you and how they might impact your future employment and personal circumstances. Working with an employment solicitor can help ensure you receive a fair package that covers both financial and non-financial aspects, allowing you to move forward with confidence and security.