Settlement Agreements Solicitors Acting On Behalf Of Employers

1. Settlement Agreements Solicitors Acting On Behalf Of Employers, Circumvent Further Claims That Employees May Bring After The Signing Of The Termination Agreement A settlement agreement is signed when an organisation offers an employee a settlement after termination of service and in return, the company sees it as a final and binding agreement that restrains the employee from making further claims against the employer at an employment tribunal. In very limited circumstances does the law allow an individual to forfeit employment rights. It is advisable to seek professional legal advice from a qualified solicitor. After jointly signing the correct official documents, it qualifies as a settlement agreement, waiving future rights to further claims. The agreement will include a payment at termination and will have a specified date of the termination of employment. Other terms may include the calculation of tax on the termination package, the status of benefits after termination, whether it will be discontinued or not, if a letter of reference will be supplied, and which other restrictive covenants will be put in place. As solicitors for the employee, support is offered regarding the situation and legal advice about the available options will be presented. If acceptance of the package is not an option, the employee may try to negotiate for improved terms of settlement, and if the outcome is still unsatisfactory, the employee may enforce their employment rights. Once the solicitor receives an instruction, specialist advice will be provided on the road ahead. Without the benefit of a settlement agreement, employers can be taken to a tribunal for every dismissal in the workplace. Besides being costly and time-consuming, it can also cause reputational harm to the business. When a settlement agreement can be reached, involving a pay-off, it may be more beneficial for both parties involved. The settlement agreement’s function is to maintain confidentiality regarding sensitive information, which can also be beneficial to both parties. The employee will not be permitted to share the information with a third party. The settlement agreement is about protection of rights. Drafting a legally binding agreement is done a qualified solicitor, who is well trained and specialises in employment law. It is advisable to call the services of well-established and reputable solicitors to make sure the paperwork is done according to labour law requirements. Having signatures on an incorrect document may lead to unnecessary claims and pay outs in the future. When companies in the UK have redundancies, employees will be funded to have the documentation checked independently, by independent legal representatives. Highly skilled solicitors, collaborating with employers in drafting settlement agreements, often experience that the right content, including cautiously worded confidentiality agreements, drafted in the correct legal terms, in accordance with the law, leads to less frustration and a seamless outcome, even though it is always a contentious matter. As an employer, it is imperative to have a legal partner that fully understands employment and labour law, and has a specialist department pertaining to that, to protect the business from getting involved in long court cases or tribunals. These solicitors will advise on the statutory conditions that needs to be met when drafting a settlement agreement.

2. According to the law, it must be a written document, relating to a particular complaint or proceeding. The employee should be allowed to engage in independent legal advice regarding the agreement and on the effect the limitation of their rights. The advisor should be named in the agreement and must have insurance regarding the advice. Legislative regulatory conditions must have been honoured. Solicitors will advise employers that although settlement agreements are useful tools, it should not be used to compromise the employees’ rights, including pension, future personal injury, or claims to enforce settlement under breach of contract. Employers, to ensure a fair outcome, should carry a contribution to the cost of an employee seeking legal advice on the settlement agreement. A solicitor will be able to recover the cost when legal advice is taken. About Us Based in South-East London, with offices in Greenwich and Blackheath, Grant Saw Solicitors LLP is a well- established, highly acclaimed firm of solicitors, established in 1851. Offering divergent services to individual clients and businesses, this accredited, award-winning practice has received the highest accolades for consequent excellence for different segments of their practice. The combination of a glorious history and tradition, intertwined with a fresh modern approach, has been so successful that the firm has been reaccredited by Cyber Essentials Plus for the next twelve months and is currently shortlisted for the 2022/23 Lawnet law firm of the year award. For more information, please visit: https://grantsaw.com/