Compromise Agreements
Unfortunately not all employment relationships work out and a parting of the ways happens. If there are issues which need to be resolved, once agreement is reached, the terms can be put into a compromise agreement. Provided it is properly drafted it ensures that neither party can make a further claim in the future. It is frequently used in redundancy situations but can be used to resolve any employment dispute.
Compromise agreements must be in writing and contain certain information. They must identify clearly the issues that are being resolved. If they do not you might find that it is unenforceable.
An independent solicitor must also advise the employee about the full effect of the agreement including whether it represents a reasonable settlement. Although the solicitor is not a party to the agreement they do have to provide a statement confirming that they have explained the effect and content to the employee and that they have insurance to cover the advice given. This is actually beneficial for both parties since the employer can be sure that the agreement is binding and the employee knows whether or not they are getting a reasonable settlement.
At Hart Brown we can help and advise on:
- appropriate settlements and drafting of compromise agreements
- reviewing of the employees comments on a compromise agreement
- inclusion of restrictions on the future conduct of the employee
We will make sure that the employee is not able to come back with a further claim later on.
To speak to someone who can help with compromise agreements or any other employment issue call, email or request a call back from one of our specialist lawyers.
Initial meeting £150 + VAT
Employment & Litigation
Fixed fee one hour initial consultation
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