Settlement Agreement Lawyers & Solicitors – Redundancy

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

March 20th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Re-employment, Redundancies, Redundancy, Redundancy law

From our vast experience of advising clients on UK employment law, including employees’ redundancy rights,  we have seen a growing trend within some industry sectors for employers to, depending on the expertise of an employee, bring him or her back following redundancy to assist with certain tasks. For example employers may need assistance with various projects or to advise current employees.

Where employers reserve the right to bring an ex-employee back, it is usual for them to cover his or her reasonable expenses, such as travel expenses. The obvious risk here is that this depends on the availability of the ex-employee and it may not be possible for an ex-employee to meet his or her obligation if he or she is employed.

This right is normally embodied in a provision within the employee’s compromise agreement and is something we always advise employees upon wherever relevant.

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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