1. You have received independent legal advice on all and any claims that you might be able to bring against your Employer in the Employer Tribunal and the High Court/County Court in respect of your employment and termination of employment.

2. You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims)

i.   You have received from the Independent Adviser independent legal advice as to the terms and effect of your compromise agreement and in particular as to its effect on your ability to pursue your rights before an Employment Tribunal in respect of each of the claims referred to in your compromise agreement (some of these rights are listed in previous entries under warranties); and
ii.  At the time when the Independent Adviser gave advice to you in respect of the terms and effect of your compromise agreement, you were advised that there was in force a contract of insurance or an indemnity provided for members of a professional body in respect of any claim by you in respect of loss arising as a consequence of the advice given by the Independent Adviser.

1. You have received independent legal advice on all and any claims that you might be able to bring against your Employer in the Employer Tribunal and the High Court/County Court in respect of your employment and termination of employment.

2. You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims

3. You further warrant and confirm that:

i.  You have  no other complaints whatsoever against your Employer  (except those referred to in the previous entries on warranties);

ii. You acknowledge that your Employer has agreed to pay the Severance Payment only on the strength of that warranty;

iii. Save in respect of claims relating to personal injury and pension rights (as explained in the earlier entries), you will refrain from presenting any complaint to an Employment Tribunal, County Court or High Court; and

iv. You will not present your Employer with any questionnaire, data subject access request or request under the Freedom of Information Act 2000 (if relevant) in relation to your employment or its termination or in relation to any other matter arising prior to the date of the Compromise Agreement except in respect of any breach or information which may come to light after the date of the Compromise Agreement. 

More regulations in the next blog entry.

1. You have received independent legal advice on all and any claims that you might be able to bring against your Employer in the Employer Tribunal and the High Court/County Court in respect of your employment and termination of employment.

2. You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims. The warranties that we have discussed in this blog and which you will be required to give to your Employer, do not apply to the following:-

• Any claim to enforce an Employee’s pension rights which have accrued up to the date of the compromise  agreement under the Pension Scheme;
• Any personal injury claim which an Employee is not aware as at the date of the compromise agreement; and
• Any claim necessary to enforce the terms of the compromise  agreement.

 More regulations in the next blog entry.

1. You have received independent legal advice on all and any claims that you might be able to bring against your Employer in the Employer Tribunal and the High Court/County Court in respect of your employment and termination of employment.

2. You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims, including but not limited to any claim for:

i. Being subjected to a detriment under any section within Part V Employment Rights Act 1996; and

ii. Any other claim whether known or unknown to the parties and whether presently known in law (including for the avoidance of doubt any injury arising from alleged unlawful discrimination); and

ii. Any other claim whether known or unknown to the parties and whether presently known in law (including for the avoidance of doubt any injury arising from alleged unlawful discrimination arising out of the Employee’s employment and/or its termination).

More regulations in the next blog entry.

• Any personal injury claim resulting from the Employee’s employment with the MRC of which he was aware as at the date of this agreement;
• Failure to provide written reasons for dismissal.

More regulations in the next blog entry.

You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims, including but not limited to any claim for:

• Breach of the Employment Act 2008;
• Any personal injury claim resulting from the Employee’s employment with the employer of which he/she was aware as at the date of this agreement; or
• Failure to provide written reasons for dismissal.

More regulations in the next blog entry.

You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims, including but not limited to any claim for:

•  A denial of the right to be accompanied under the Employment Relations Act 1999;
• Failure to provide a statement of employment particulars;
• Breach of the Paternity and Adoption Leave Regulations 2002;
• Breach of the Flexible Working (Procedural Requirements) Regulations 2002 and/or Flexible Working (Eligibility, Complaints and Remedies) Regulations 2002;
• Breach of the Part Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;
• Breach of the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002.

More regulations in the next blog entry.

You have received independent legal advice on all and any claims that you might be able to bring against your Employer in the Employer Tribunal and the High Court/County Court in respect of your employment and termination of employment.

You further warrant you have reviewed such claims with the Independent Adviser and been advised upon the possibility of pursuing such claims and you waive your rights to pursue such claims, including but not limited to any claim for:

• payment in lieu of notice; 
• damages for termination of employment without notice;
• redundancy payment whether statutory or enhanced; or
• unlawful deductions from your pay.

We will continue to list the rlevant legislations in the next entries.

One of the warranties you will be required to give, is that you warrant and confirm that you have no complaints whatsoever against your employer (and this normally includes the employer’s group company and any associated companies)  and that you understand that your employer  will only pay you the redundancy payment on the strength of this and other warranties given by you. 

Your compensation (or lump sum compensation payment) will be paid to you by your employer as compensation for loss of your employment, for damages for breach of contract and in respect of any award or damages which you may be entitled to, if you were to bring proceedings in the Employment Tribunal, County or High Court as a result of any employment rights that you may have and/or as a result of the termination of your employment.