Part of the idea behind entering a compromise agreement with your employer is that, once it is signed, all your employment benefits would cease on the termination date. This is the standard case unless a specific arrangement has been entered into between you and your employer. From our experience as redundancy solicitors, we have seen […]
Entries Tagged as 'Compromise Agreement'
Redundancy, Compromise Agreement, Employment Benefits, Medical Insurance, Post-Termination
January 31st, 2013 · No Comments · About Compromise Agreement Blog, Benefits - What happens to your Benefits once you sign a Compromise Agreement?, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Redundancies, Redundancy, Redundancy law, Signing Compromise Agreements, Termination Date, Termination of Employment, Your Compromise Agreement is a Binding Contract
Tags: Compromise Agreement·Employment Benefits·Medical Insurance·Post-termination·Redundancy
Redundancy, Compromise Agreement, Legally Binding, Severance, Employment Law
January 2nd, 2013 · No Comments · About Compromise Agreement Blog, 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, Necessity for Legal Advice on the Terms of Your Compromise Agreement, Redundancies, Redundancy, Redundancy law, Signing Compromise Agreements, Your Compromise Agreement is a Binding Contract
Employees facing redundancy should be aware that until a compromise agreement is signed, it is not binding. Compromise agreements are only be legally binding when signed by both parties, i.e. the employee and employer. The significance of this is that any offer of a severance package is made ‘without prejudice’. If you need legal advice […]
Tags: Compromise Agreement·employment law·Legally Binding·Redundancy·Severance
Redundancy, Employment Law, Non-Compete, Non-Solicit, Compromise Agreement
December 17th, 2012 · No Comments · About Compromise Agreement Blog, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Employment Tribunals, Non Compete, Non Solicitation, Redundancies, Redundancy, Redundancy law, Redundancy Pay, Restrictive Covenants, Termination of Employment, Your Compromise Agreement is a Binding Contract
Whether it would be permissible to start your own business in competition with a former employer following redundancy really depends on whether there are non-solicit or non-compete clauses in your employment contract. If you are in a type of business where you are likely to poach or deal with employees or clients of your former […]
Tags: Compromise Agreement·employment law·Non-Compete·Non-Solicit·Redundancy
Compromise Agreement, Warranty, Job Offer
November 15th, 2012 · No Comments · About Compromise Agreement Blog, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Employment Tribunals, Job Offer, Job Offer during consultation period, Redundancies, Redundancy, Redundancy law, Warranties, Your Compromise Agreement is a Binding Contract
There is usually a warranty contained within a compromise agreement where the employee warrants that he or she has not received a job offer. If the employee has in fact received a job offer, he or she would need to ensure that this is deleted before signing the compromise agreement. Otherwise, he or she would […]
Employment Law, Redundancies, Compromise Agreement
October 22nd, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Enhanced Redundancy Pay, Redundancies, Redundancy, Redundancy law, Redundancy Pay, Settlement Payment, Severance Pay, Statutory Redundancy Pay
If your employer gives you a date by which to sign and return your compromise agreement, you should ensure that you do not miss this date. If you do, the offer may be withdrawn and you would only be entitled to the statutory minimum amount of redundancy payment (if your employer was initially offering you […]
Employment Law, Redundancy, Compromise Agreement, Garden Leave
October 16th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Garden Leave, Redundancies, Redundancy, Redundancy law, Redundancy Pay, Severance Pay
We have seen situations involving employees in senior jobs who, upon being made redundant are not put on garden leave. Instead, they are asked to immediately leave the premises upon being notified of their redundancies, without even being allowed to go back to their desks. This is especially the case where the employees dealt with […]
Tags: Compromise Agreement·employment law·Garden Leave·Redundancy
Employment Law, Redundancy, Compromise Agreement, Liability, Full and Final Settlement
September 6th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Pension Rights, Personal Injury, Redundancies, Redundancy, Redundancy law
In redundancy situations, an employer will always enter into a compromise agreement without any admission of liability and in full and final settlement. There are two exceptions to this, which relate to (i) pension rights, and (ii) personal injury which the employee was not aware of at the time. If you need advice on the […]
Tags: Compromise Agreement·employment law·Full and Final Settlement·Liability·Redundancy
Employment Law, Redundancy, Compromise Agreement, Without Prejudice, Subject to Contract
August 17th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Grievance, Redundancies, Redundancy, Redundancy law, Signing Compromise Agreements, Unfair Dismissal
We have vast experience of advising employees on employment matters including, unfair dismissals, grievances and redundancies. When it comes to a redundancy, we are often asked what “without prejudice subject to contract” means. If you are made redundant, the compromise agreement you are given would be “without prejudice subject to contract”. This means that the […]
Tags: Compromise Agreement·employment law·Redundancy·Subject to Contract·Without Prejudice
Employment Law, Redundancy, Return of Company Property, Compromise Agreement, Employment Contract
July 24th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Redundancies, Redundancy, Redundancy law, Return of Company Property after Signing a Compromise Agreement
When facing redundancy or having been dismissed, employees are usually required to return company property. From our experience as employment law solicitors, we would suggest that when doing so, you seek someone senior in the company to sign off on the return, for example, a senior member of HR. This can help ensure that there […]
Tags: Compromise Agreement·Employment Contract·employment law·Redundancy·Return of Company Property after Signing a Compromise Agreement
Employment Law, Redundancy, Compromise Agreement, Redundancy Pay
July 23rd, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Enhanced Redundancy Pay, Ex Gratia, Redundancies, Redundancy, Redundancy law, Redundancy Pay, Severance Pay, Statutory Redundancy Pay
When advising clients on redundancies, we often clarify that the severance payment would be an ex gratia payment made to an employee by his or her employer. This could take the form of a statutory redundancy payment or an enhanced payment, which would include the statutory element. It is up to the employer what it […]
Tags: Compromise Agreement·employment law·Redundancy·Redundancy Pay