Last reviewed: October 2026
Have you been offered a settlement agreement by an employer in Woking? Before you sign, it is worth knowing that the agreement can only waive your statutory employment claims if you have first had advice on it from a relevant independent adviser. That requirement protects you, and it is why your employer will normally pay towards your legal fees.
Where your employer has offered a contribution, we cap our fee at that amount under our cost promise and invoice your employer directly so there is nothing for you to pay.
Call 0800 861 1883 to speak to a specialist settlement agreement solicitor. Advice is by telephone or video across Woking and north-west Surrey, and same-day appointments are usually available.
Settlement agreements and Woking’s employment picture
Woking’s largest employers fall into three broad groups. The first is motorsport and high-performance engineering, an example of which is McLaren, whose Technology Centre on Chertsey Road is the registered office of McLaren Racing. The second is charities, with WWF-UK headquartered at the Living Planet Centre on Brewery Road, for example. The third is local government, such as Surrey County Council’s north-west Surrey office hub at Victoria Gate on Chobham Road.
Private sector exits often follow redundancy or restructuring, and senior engineering roles often bring garden leave, post-termination restrictions and confidentiality terms worth negotiating. Public sector exits often run through a set scheme, such as voluntary severance. Whatever sector you work in, in Woking or across Surrey, including West Byfleet and Chertsey, we offer independent, expert guidance for employees. Fast, and in almost every case free. Call us on 0800 861 1883.
One borough, two tribunal offices
There is no court or tribunal in Woking itself, and a tribunal claim is presented online and then allocated to a regional office. HMCTS guidance T420 allocates claims by the postcode of the workplace. Woking town centre, Horsell, Knaphill and the rest of the GU21 to GU24 postcodes are allocated to the Watford office at Radius House, Watford.
West Byfleet and Byfleet are also in the Borough of Woking, but their KT14 postcode is allocated to London South at Montague Court in Croydon, as are Addlestone and Chertsey. Two colleagues working a few miles apart within the same borough could find their claims handled by different offices.
What makes a settlement agreement binding?
Section 203(3) of the Employment Rights Act 1996 sets six conditions. The agreement must be in writing and must relate to the particular complaints being settled. You must have received advice on its terms and effect from a relevant independent adviser, who must be insured and named in the agreement. Finally, the agreement must state that those conditions are met. If any one of them is missing, the waiver of your claims does not work.
Our guide explains what a settlement agreement solicitor does when checking these points.
How long do you have?
The Acas Code of Practice on Settlement Agreements says you should normally have at least 10 calendar days to consider the formal written terms and take advice (paragraph 12). It is guidance, not a statutory deadline, so if you are being pressed to sign quickly, tell us when you call.
Frequently asked questions
Where would a tribunal claim from Woking be heard?
Woking has no employment tribunal. Claims from workplaces in GU21 to GU24, which covers Woking, Horsell, Knaphill and the surrounding villages, are allocated to the Watford employment tribunal office at Radius House, 51 Clarendon Road, Watford WD17 1HP. Workplaces in West Byfleet and Byfleet (KT14) are allocated to London South in Croydon. Where and how a hearing takes place, including whether it is held by video, is a matter for the tribunal.
I live in Woking but work in London. Does that change anything?
It changes where a claim would be handled, not the law. Allocation follows the postcode of your workplace, so a claim about a job in central London would normally go to a London office. The rules on settlement agreements are the same across England and Wales, and we advise by phone and video wherever you work.
How long do I have to bring a tribunal claim?
The law changed on 1 October 2026. If the problem at work happened on or after that date, you have six months less one day for most claims. If it happened earlier, most claims still have three months less one day. You must normally contact Acas for early conciliation before making a claim.
Who pays for settlement agreement advice?
Your employer, in almost every case. A contribution towards your legal fees is a standard term of the agreement, and we cap our fee at that contribution.
Settlement agreement fact
You can be bound by a settlement agreement as a contract even if you signed without advice. What fails is the waiver of your statutory employment claims, which needs advice from a relevant independent adviser under section 203(3) of the Employment Rights Act 1996. Our settlement agreement guide and our page on whether the payment is tax free cover the other questions people ask most.
Areas we cover
We advise employees across Woking, West Byfleet, Byfleet, Pyrford, Horsell, Knaphill, St John’s, Chobham, Addlestone and Chertsey, all by phone or video.
Speak to a Woking settlement agreement solicitor
Telephone: 0800 861 1883, request a call back or start my settlement.
John Hassells, is an employment solicitor and Head of Legal at settlementagreement.co.uk. John has over 20 years’ experience advising employees and employers on employment law and is a member of the Employment Lawyers Association. John Hassells is personally regulated by the SRA (SRA No. 168501).
Legal Disclaimer
The contents of this page are intended to be for general information purposes only and do not amount to (nor are they intended to be) legal, tax or financial advice or a complete or authoritative statement of the law nor should they be treated as such. No warranty or promise is given, express or implied, as to accuracy of the information on this page and no liability is accepted for any error or omission. You should instruct a specialist employment solicitor to advise you on your particular situation and not act or rely on the information on this page.
