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:
- http://www.rtcoopers.com/practice_employment.php
- http://www.rtcoopers.com/faq-redundancyemployee.php
- http://www.rtcoopers.com/redundancy.php
- http://www.employmentlawyersinlondon.com/video.php
- http://www.employmentlawyersinlondon.com
© 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
Great site. A lot of useful information here. I’m sending it to some friends!