Deed of release template for Australian settlements
Draw a final line under a dispute, on terms that hold.
Ready in about 15 minutes
What this document does
This deed settles a dispute and releases the claims for good, so neither side can reopen it later. It handles a general commercial dispute or an employment separation, a mutual release or a one-way one, and a settlement payment or a walk-away. In the employment version it carves out the rights you cannot release (workers compensation, superannuation, whistleblowing and unpaid entitlements) so the release stays valid. An Australian solicitor reviewed and approved the template. You answer plain questions and download it ready to sign.
The questions we’ll ask
Type of deed
First party (Employer, in an employment deed)
Second party (Employee, in an employment deed)
The dispute
The employment
Settlement payment
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Questions people ask.
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- What is the difference between a deed of release and a settlement agreement?
- A deed of release is executed as a deed, so it binds without consideration and gives you 12 years to enforce it in NSW instead of 6. It is the standard instrument for settling a dispute or an employment separation. Because it is a deed, an individual signing it needs a witness, so it is signed on paper rather than through instant online signing.
- Does it work for an employment separation?
- Yes. Choose the employment version and the deed uses Employer and Employee labels and carves out the rights an employee cannot release: workers compensation, the superannuation guarantee, whistleblower protections and unpaid statutory entitlements. It confirms accrued wages, leave and super are paid separately, not bought out by the settlement.
- Can I make the release one-way?
- Yes, but choose it deliberately. A mutual release, where both sides give up their claims, is the usual and fairer outcome. A one-way release means only the second party gives up their claims and the first party keeps theirs.
- The matter involves sexual harassment. Can I keep it confidential?
- A confidentiality or non-disparagement term must not silence the person who was harassed. When you mark the matter as involving sexual harassment, this deed leaves out the confidentiality and non-disparagement clauses entirely, so it never gags the complainant. In Victoria, a non-disclosure term is only allowed where the worker requests it after an information statement and a 21-day review period. Get legal advice before adding any such term.
- Is this a subscription?
- No. It is $59 once. No monthly fee, no auto-renewal. You buy the deed and reuse it for your next settlement.
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