Compromise Agreement Solicitors & Lawyers » Payment Terms

Employment Law, Compromise Agreement, Disciplinary, Negotiation, Dismissal

admin — Thu, 13 Oct 2011 13:16:19 +0000

Where an employee has accepted a compromise agreement instead of going through a disciplinary procedure, we have found that employers are less accommodating on certain points of the offer. It is down to hard negotiations and whether the employee really wants to incur such costs for negotiations. In saying that, however, there are key points that must still be included in the compromise agreement irrespective of the parties’ wishes.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

© RT COOPERS, 2011. 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.

Compromise Agreements, Enployment law, Redundancy, Collective Compromise Agreements, Enhanced Redundancy Pay

admin — Tue, 16 Aug 2011 06:46:20 +0000

As more and more employers are making hundreds if not thousands of employees redundant, we are seeing a number of compromise agreements that have been collectively agreed. In such cases, employers are refusing to change the terms of the compromise agreements for any one employee on the basis that the agreements were collectively agreed.

Employees must be even more aware of their positions in such cases.

If an employee refuses to sign a compromise agreement in such circumstances, then the employee will not receive an enhanced redundancy pay.

Redundancy Pay, Employment Law Compromise Agreement

admin — Sun, 22 May 2011 18:47:49 +0000

Employees facing redundancy are finding that a number of employers are simply offering statutory redundancy pay. Some employers are just offering the notice period to employees as their redundancy pay.

Employment Solicitors, Employee Rights, Compromise Agreement, Redundancy payment

admin — Wed, 01 Dec 2010 11:48:37 +0000

An employee should seek legal advice on an offer proposed by an employer if being made redundant. We are seeing that sometimes when an employee has another job offer, the employee is keen to leave his or her employment and does not seek legal advice on the offer. Once the compromise agreement is signed, it becomes a binding agreement.

If you require legal advice on a compromise agreement, 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

Compromise Agreement, Redundancy, Employment Law, Commission

admin — Thu, 25 Nov 2010 09:35:19 +0000

If an employee, who is a risk of redundancy, is usually paid commission and is asked by his or her employer to sign a compromise agreement, in terms of redundancy pay the employee should ensure that (i) either the commission due and payable is agreed and included in the terms of the compromise agreement; or (ii) there is a separate arrangement (in writing between the employee and the employer) for the payment of the commission (outside of the payments due under the compromise agreement) and that such payment will be paid by the employer and would not affect the terms of the compromise agreement once signed and the agreement becomes binding.

If you require legal advice on a compromise agreement, please contact RT Coopers at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

Employment Law, Redundancy Law, Payment in Lieu of Notice, Employment Contract, Compromise Agreement

admin — Wed, 27 Oct 2010 10:47:10 +0000

We are revisiting the issue of payment in lieu of notice from a different angle this time especially in relation to redundancy. We are being asked by a number of employers and employees whether they could get around the issue of taxation of notice periods (PILON). One of the ways that we have considered to achieve this is to ensure that any payments are treated in the compromise agreements as severance pay and not treated as PILON. The revenue may still challenge whether the payments are severance pay or contractual rights and therefore subject to tax and NI contributions.

If you require employment law advice especially on your compromise agreement, please contact RT Coopers at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

Compromise Agreements, Employment Lawyers, Payment In Lieu of Notice

admin — Mon, 25 Oct 2010 15:25:23 +0000

This is a reminder that payments in lieu of notice are subject to tax and national insurance at the approved rates. We are still being asked whether this is the case by a number of employers and employees, especially employees about their employee rights.

If you require employment law advice especially in relation to your compromise agremeent, please contact RT Coopers at enquiries@rtcooperssolicitors.com

Compromise Agreement, Employment lawyers London, Negotiating a Settlement

admin — Wed, 13 Oct 2010 12:52:29 +0000

Our employment solicitors are finding that a numbe r of employers are offering employees compromise agreements in circumstances where there is no dispute and/or redundancy, but as a means of mutual agreement. The employer has to act fairly. The employee has to negiotiate a good package. It is worthwhile seeking legal advice from our employment lawyers in London at this stage to ensure that the employer is acting within the law and the employee is getting the best possible settlement.

If you require employment law advice especially on your compromise agreement, as we are specialist employment lawyers in London.

Employment Lawyers – Compromise Agreement – Employment Lawyers London – Empolyment solicitor – unfair dismissal

admin — Tue, 20 Jul 2010 13:55:54 +0000

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:

Employment Lawyers, Voluntary Severance

admin — Tue, 13 Jul 2010 23:19:52 +0000

If an employee agrees to take voluntary severance, the employee may have a 3 – 6 month’s notice period. The employee’s employment would end at the end of the notice period (‘the Termination Date’) by mutual agreement. It is usual practice to place the employee on garden leave up to and including the Termination Date.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law: