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Employment Law Advice – Employment Lawyer – Compromise Agreement – Employment Solicitors

June 27th, 2010 · 1 Comment · About Compromise Agreement Blog, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Contract of Employment, Employment Lawyers, Employment Solicitors, Notice Periods, Payment in Lieu of Notice, Payment Terms, Redundancy, Redundancy Pay, Settlement Payment, Severance Pay, Signing Compromise Agreements, Statutory Redundancy Pay

It is important to note that a contract of employment must include at the least the statutory minimum notice period.  Where an employment contract contains a notice period that is less than the statutory notice period, this clause would be void.  The current statutory minimum notice periods are as follows: 

  • One week if the employee’s period of continuous employment is between one month and two years;
  • One additional week for each full year of continuous employment between two and 12 years;
  • 12 weeks if the period of continuous employment is 12 years or more.

 The statutory minimum notice period can be lengthened by contract, but cannot be shortened.

 Employers often reserve the right to pay an employee in lieu of giving notice (payment in lieu of notice or P.I.L.O.N) and must adhere to at least the statutory minimum notice if a longer notice period is not provided in the contract of employment.   

If you require further information please contact us at 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.


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