Settlement Agreement Lawyers & Solicitors – Redundancy

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Employment Law, Redundancy, Compromise Agreements, Post-Termination Provision, Employment Tribunal

March 19th, 2012 · No Comments · Choosing an Independent Legal Advisor to provide Advice on the Terms of your Compromise Agreement, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Employment Tribunals, Independent Legal Advice, Litigation Post Termination, Necessity for Legal Advice on the Terms of Your Compromise Agreement, Redundancies, Redundancy, Redundancy law, Unfair Dismissal

As employment law solicitors we have tremendous experience in advising on matters ranging from unfair dismissal to redundancy, including advising on the terms of compromise agreements. Something that we have seen more of is where an employer includes provisions in an employee’s compromise agreement to the effect that, if any litigation or tribunal matters involving the employer were to arise within a certain period of time (usually 1 year), the employer is entitled to call on the employee to assist or provide evidence, where necessary. Usually employers would reimburse those employees for reasonable expenses incurred in providing assistance, for example travel expenses. As one might expect, the inclusion of such provisions is normally dependant on the position or job the employee held.

If you require further information about UK employment law or seek clarification with regards to the terms of your compromise agreement, please contact us at or visit one of the following pages on employment law:

© RT COOPERS, 2012. 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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