When a job ends, it is rarely just the job. For those of us working in creative or digital roles, it is often a bit more personal. You are not just walking away from a payslip. You are leaving behind ideas, campaigns, hours of coding, or maybe words that once made a brand come alive.
So, when someone puts a settlement agreement in front of you, it is worth pausing. Not to panic, not to overthink, but just to make sure you are not rushing through something that might shape what happens next.
Whether you have been designing, developing, writing, or managing digital projects, this guide walks through what you might want to consider before negotiating a settlement agreement.
Why Settlement Agreements Matter in Creative and Digital Careers
In creative industries, your work tends to follow you around. A logo you made five years ago might still be out in the world. A tagline you wrote might be printed on a hundred websites. And if you were part of a social campaign or a digital rebrand, your name may still be attached to it, whether you want it to be or not.
This is why the small print matters.
A good settlement agreement helps you leave on clean terms. It outlines what you are being paid, what happens to the work you made, what you can say publicly, and whether you are free to work again in your field. These things might not feel urgent in the moment, but they can come back later and surprise you if they were never discussed properly.
In digital and creative jobs, where portfolios matter and word-of-mouth carries weight, getting the exit right makes a big difference.
Key Clauses to Review in a Settlement Agreement
There are a few parts that come up in most agreements. If you are in a creative job, here is how they might show up, and why you should take a closer look.
Termination Terms
This bit confirms your final day of work and explains how things like holiday pay or notice will be handled. It sounds straightforward, but double check it. Dates matter. So does clarity.
Financial Compensation
This one is obvious but not always simple. Look for the actual payment amount, any outstanding bonuses, and when it will all be processed. If it feels vague, ask for details. Late Payment of Commercial Debts (Interest) Act 1998 could apply if things are delayed.
Intellectual Property Rights
Here’s where it gets interesting. Have you built websites? Written copy? Designed brand visuals? Then chances are, you have made something that might still be used after you leave.
Some employers will want full rights. Others may allow you to use parts of the work in your portfolio. It is okay to ask. The UK Intellectual Property Office has useful information if you are unsure where you stand.
Confidentiality and Data Protection
You might be asked not to talk about certain internal matters, which is fair enough. But watch out for wording that feels too wide. You should still be able to talk about your own career.
Also keep in mind your responsibilities under UK GDPR, especially if you handled data or analytics.
Restrictive Covenants
These clauses limit what you can do after leaving. They are more common than you might think. For example, you might be told not to approach old clients or not to work with direct competitors for a set time.
If you are a freelancer or contractor, be careful. This can get in the way of future work. Think about how realistic the restrictions are and how long they last.
References and Reputation
In creative industries, your name and your reputation are part of your brand. If you have been part of public-facing campaigns, it makes sense to ask for a reference in writing. This does not just help with your CV, it shows that things ended professionally.
Industry-Specific Considerations
Designers and Developers
You will want to know what happens to the assets you built. If you did any personal work while employed, make sure that it is not included in restrictive clauses by mistake. People often forget to clarify this.
Marketers and Social Media Professionals
Ask about content you created. Is it still going to be used? If so, will your name be on it? If you managed social accounts or handled branding, your digital footprint could last longer than your contract.
Content Creators and Writers
Writing lives online. It gets reused, reworded, or copied. If you care about how your work is credited — or whether it can be edited after you leave — raise the issue. You may be able to request a clause about attribution or licensing.
Red Flags to Watch For
Keep an eye out for anything that feels too general, too strict, or too one-sided.
Some examples:
- Restrictions that cover areas you never worked in
- Promises of payment that do not include dates
- Clauses asking you to give up rights you are legally entitled to
- Confidentiality terms that stop you from even listing your past job on a CV
If a section feels confusing, it is not a bad thing to ask for clarification. That does not make you difficult. It makes you careful.
What If a Dispute Arises?
Things do not always go smoothly. Maybe payment gets delayed. Maybe someone tries to enforce a restriction that was never discussed properly.
Your settlement agreement is the first place to go. It holds the terms, the timings, and the commitments.
If talking things through does not help, there are other routes. Mediation. Legal support. In some cases, even tribunal action.
Agreements Build Confidence
There is something reassuring about having it all in writing. It means you know where you stand. You know what you can expect. And you know what comes next.
For those of you in creative and digital careers, that kind of clarity matters. You rely on your work to speak for you. You carry your projects forward. And the way you leave one chapter often shapes the start of the next.
A good agreement does not just protect you legally. It helps you leave cleanly and start again with focus.
This article is for general informational purposes only and does not constitute legal advice. For support with reviewing or negotiating a settlement agreement, you should consult a qualified solicitor experienced in employment law.
