We are constantly asked about legal costs.
Here is our position:-
We accept your employer’s contribution and there is nothing else to pay to us to cover your legal costs of providing you with independent legal advice on the terms of your compromise agreement.
It is only in the following circumstances that you may be charged above your employer’s contribution and we would advise you upfront of any additional costs:-
- If you require advice on whether you have a case against your employer for unfair dismissal etc
- If we are required to enter into complex negotiations with your employer on your behalf
- becuase you may not have reached agreement with your employer on the terms of your redundancy pay
- you believe that the grounds for making you redundant are unfair
- you require detailed advice.
If you require legal advice on compromise agreements, please contact RT Coopers at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances
Tags: Compromise Agreement·Compromise Agreements·Employment Lawyers
A number of employers allow benefits to continue beyond the termination date for a few months, sometimes up to 12 months. This would depend on the terms of the employee’s contract and/or what the employee is able to negotiate. All benefits must be included in the compromise agreement, even though employers tend to exclude them for the compromise agreements.
If you require legal advice on compromise agreements, please contact RT Coopers at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances
Tags: Compromise Agreements - Employment Lawyers - Benefits
We have been asked by a number of employees if an employee could be made redundant whilst off sick. The answer is yes. This can be done if the reason for the redundancy is fair and the redundancy has nothing to do with the employee being off sick. However, employers must always proceed with caution and take legal advice.
If you require legal advice on redundancy law or unfair dismissal, please contact RT Coopers at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances
Tags: Compromise Agreement·Compromise Agreements·Legal Advice·Redundancy law·Unfair Dismissal
A number of employers are instigating performance improvement plans for employees whose performance are satisfactory or less. Inevatibly, employees seek legal adsvice on the implications of such PIP, and whether they are indeed justified. In some cases, if the employees do not successfuly meet the standards set by the PIP, they could lose their jobs if theycontinue to underperform.
Employers should take legal advice before implementing a PIP, as this could lead to a claim for constructive dismissal if this is not properly handled.
If you require further information on employment law, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Constructive Dismissal·Employment Lawyers·Performance Improvement Plan
It is worth emphasising that once an employee signs a compromise agreement and the employer signs, the compromise agreement becomes a binding contract. Thereafter, both parties are bound. The employee cannot change his/her mind at this stage.
If you require further information on redundancy law, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Employment Lawyers·Redundancies·Redundancy·Redundancy law
We are seeing a number of cases where employers are not taking certain steps to ensure that the contemplated redundancies are carried out fairly. In the event that the redundancies are are not carried out fairly an employee may potentially claim for:
§ Wrongful dismissal;
§ Unfair dismissal; or
§ Further redundancy payments.
If you require further information on redundancy law, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Redundancy Law - Employment Redundancy - Redundancies
In the compromise agreement, it would state that the Employer would pay the solicitor a contribution of up to £[ ] plus Value Added Tax towards the employee’s legal costs if the compromise agreement is executed by the employee, subject to receipt of an invoice addressed to the employee but marked payable by the Employer, and subject to confirmation from the independent solicitor that such legal costs were incurred solely in advising the employee regarding the termination of the employee’s employment and the preparation of the compromisea agreement.
If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Compromise Agreement - Independent legal advice
Employers and employees should note that as of 1 February 2010, the compensatory award for unfair dismissall (maximum to be awarded) is now £65,300.00. There is no statutory limit on compensation payable as a result of Sex, Race and/or Disability Discrimination.
There is a limit of £25,000 on awards that can be made by tribunals in breach of contract (wrongful dismissal).
Also there is no statutory limit on compensation which a tribunal can award in unfair dismissal cases where the dismissal is automatically unfair such as
- Disability discrimination
- redundancy- If an employee is selected for redundancy which the law regards as automatically unfair dismissal
- race discrimination
- sex discrimination
- pregnancy or maternity
- paternity leave
- right to be accompanied at meetings
If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Unfair Dismissal
If you are an employee, our employment lawyers cant stress enough how important it is to take independent legal advice as early as possible from emoployment solicitors and not to delay especially if your employer has given you a date by which to accept the offer and return your signed compromise agreement. A number of employees that our employment lawyers are seeing are failing to appreciate the importance of their oiffer. At this stage it is only an offer and the offer could be withdrawn if you intend to and fail to accept it by the prescribed time.
If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Employment Lawyers - Compromise Agreements - Offer made by Employer
As employment lawyers, we have been advising many employees this month on their offers. On a practical note, if you are an employee and have been offered a severance pay, before you decide to reject this offer and claim unfair dismissal, please take advice on the offer. In a number of cases, we found that employees would have been worse off if they went to the Tribunal with a claim for unfair dismissal. There is a limit for compensatory awards (unless you can prove discrimination) which as it stands is £65,300.00. An employment solicitor at RT Coopers (0207 488 9947) will be able to advise further on this point.
If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
Tags: Employment Lawyers - Compromise Agreement - Employment Lawyers London - Empolyment solicitor - unfair dismissal
