I'm answering in generalities for legal reasons. It's not a matter of "[hitting] a nerve" so much as negotiated contracts. You should not assume in general (again, not specifying facts about my case) that "wrongful" cannot be negotiated to a settlement, including with terms governing statements parties can make. Labor law != criminal law: https://www.diffen.com/difference/Private_Law_vs_Public_Law
Therefore (again generalizing) if (likely net benefit of winning, adjusted for risk of losing) - (cost of suit) <= (benefit of settlement - lower cost of counsel to get to a settlement), and a similar relation for employer that takes into account PR risk-adusted costs as well, rational-actor parties tend to settle, with money flowing to the exiting employee and conditions binding the parties. This happens often, and is cloaked by non-disclosure terms almost always.
Therefore (again generalizing) if (likely net benefit of winning, adjusted for risk of losing) - (cost of suit) <= (benefit of settlement - lower cost of counsel to get to a settlement), and a similar relation for employer that takes into account PR risk-adusted costs as well, rational-actor parties tend to settle, with money flowing to the exiting employee and conditions binding the parties. This happens often, and is cloaked by non-disclosure terms almost always.