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My understanding is that any provision in an employment settlement agreement that purports to prevent or restrict a protected disclosure is unenforceable. The employee may have to go through the correct process first (eg raise the matter with right person in the firm, and if the answer given is unsatisfactory then tell the SRA), but suitable drafting in the settlement agreement can lead to a notification to the SRA being a protected disclosure. I have advised making the protected disclosure to the firm's nominated person whilst negotiating the settlement agreement terms.