You are being pushed out. Know exactly what to do next.
PIPs, grievances and settlement offers follow a playbook. Most people do not have one. The Exit Pack gives you the steps, the templates and the words to push back with a paper trail, for a fraction of solicitor fees.
Grounded in UK statute and the ACAS Code. General guidance, not legal advice.
Which situation are you in?
Pick the moment you are facing. Each one has a kit built for it.
I have been put on a PIP
A performance improvement plan has landed, or you are being managed out. The first 72 hours matter most.
The PIP Emergency Kit →I have been offered a settlement
A settlement agreement is on the table. See what it is really worth after tax, and counter it well.
The Settlement Counter Offer Kit →I need to raise a grievance
Something has to go on the record. Write a grievance that reads as the opening of a case, not a complaint.
The Formal Grievance Pack →I am facing redundancy
Do not take the first number. Know what a fair package looks like, and what to check, before you sign anything.
Redundancy: what to check →My commission has not been paid
Left or leaving and the commission never came? The law often reaches back further than you would expect.
Unpaid commission: your rights →If you have been put on a PIP
The first three days decide more than they appear to.
- Do not reply in detail in haste. A fast, defensive, apologetic reply is the most common mistake.
- Do not sign in haste. You can confirm in writing that you received the plan while you take time to read it.
- Acknowledge in writing. One calm, short reply that asks for the governing policy and what support you will get.
- Keep a dated record. The exact words used, who was there, saved somewhere your employer cannot lock.
If you have been offered a settlement
A settlement offer is almost never worth what the headline says.
- Treat it as an opening offer. Employers do not usually open at their ceiling, even with a deadline attached.
- Break it into four numbers. The headline, the notice element (PENP), the £30,000 cap and the net cash in hand.
- Find the real net. On a typical offer the gap between the headline and what lands can be 40% or more.
- Have your numbers confirmed. Ask a qualified tax adviser before you sign anything or rely on any figure.
If you need to raise a grievance
A grievance is an escalation. Once it is in, you cannot take it back.
- Decide if, and when. Raise one when the informal route has failed or was never safe, and the problem is serious.
- Request your data first. In most cases the strongest sequence is a Subject Access Request before the grievance.
- Write a record, not a story. Dates, names, exact words and the evidence for each event, in date order.
- Take advice where discrimination is in play. Before you act, not after.
If you are facing redundancy
There are two deadlines, and your employer will only mention one.
- Get the paperwork into your own hands. Contract, handbook, policy, last two appraisals. Your own material only.
- Ask in writing. The reason, how the pool was defined, the selection criteria and your scores, and alternative roles.
- Write down what was said. While you still remember the words, along with who was there.
- Work out your limitation date. For most claims it is three months less one day, normally from your last day of employment.
If your commission has not been paid
The clock runs from the payment, not from the day you noticed.
- Gather the documents. The scheme, your contract and every payslip for the period, saved off your work laptop.
- Find the date of the short payment. That date starts your three months.
- Put the claim in writing. Calmly and specifically, with the figures and the dates. A verbal complaint is not a paper trail.
- Get the scheme wording reviewed by an employment solicitor if the sum is meaningful, before the clock runs down.
The first 72 hours, calmly
You do not need to decide anything in the room. This is the order that protects your position.
- Hour 0
Take it away
Do not respond in the meeting. Ask for the plan in writing.
- Hour 24
Get the detail
Targets, evidence, timescale and who decides. In writing.
- Hour 48
Make your own record
A calm note of what was said and when. Saved off the work laptop.
- Hour 72
Decide your position
Engage, negotiate or push back. With the facts, not in the moment.
General guidance for UK employees, not legal advice. The full plan and templates are in the PIP Emergency Kit.
Self-serve, instant download, use them today
Each kit is a branded guide plus fill-in templates, scripts and a decision tree. Written from 30 years on both sides of the table.
Settlement Counter Offer Kit
- 22-page guide across 7 modules
- The four-number breakdown: see your real net
- Counter-offer letters and negotiation scripts
- Interactive calculator and decision tree
Paid in £, no VAT added. Secure checkout by Stripe. Instant download.
PIP Emergency Kit
- Govern the first 72 hours of a PIP
- 8 fill-in Word templates
- 5 meeting scripts and a framework
- The 72-hour decision tree
Paid in £, no VAT added. Secure checkout by Stripe. Instant download.
The Formal Grievance Pack
- Write a grievance that builds a case
- 11 letter templates for every angle
- 4 meeting and follow-up scripts
- The grievance decision tree
Paid in £, no VAT added. Secure checkout by Stripe. Instant download.
The system is not on your side. The law gives you more room than you think.
You do not need to panic, and you do not need £300 an hour to know what to do first. You need the playbook the other side is already using.
- See what is really happening, and why the document reads the way it does
- Put the right questions in writing and start a clean paper trail
- Know what good looks like, and when to bring in a solicitor
17 things you can negotiate in a settlement
Most people think there is one thing to negotiate. There are at least seventeen. Get the free list before you reply to any offer.
“I spent 30 years inside the corporate machine. I have managed people out. I have been managed out myself. The playbook is the same on both sides. This is that playbook, written for the person on the wrong end of it.”
Is this legal advice?
No. The Exit Pack is general guidance, not legal or tax advice, and we are not a law firm. Every claim is checked against UK statute and the official ACAS and EHRC Codes. For advice on your own case, speak to a qualified employment solicitor. The kits tell you exactly what to ask them.
How much does it cost compared with a solicitor?
The kits are a one-off download from £37. A solicitor typically charges £250 to £350 an hour. The kits prepare you, so any advice you do take is faster and cheaper.
How do I get the kit after I buy?
Instant download. The moment your payment clears you get a download link on screen, and the same link by email in case you close the tab. You get a branded guide, fill-in Word templates, scripts and a decision tree.
Are the kits up to date with UK law?
Yes. They reflect the law in force now and flag the Employment Rights Act 2025 changes, including the unfair dismissal qualifying period dropping from two years to six months on 1 January 2027.
Do these cover Scotland as well as England and Wales?
Yes. The guidance covers the law of England, Wales and Scotland. It is written for the UK and does not apply outside it.