Using Settlement Agreements In Redundancy

Our team of labour law experts, under the leadership of nationally recognized Paul Grindley, is here to help. Call 0113 218 5459 for a first chat or E-Mail-paulg@winstonsolicitors.co.uk without free commitment. Most settlement agreements are intended to cover all types of claims you might have against your employer. This means that you waive your rights to assert legal and contractual rights for personal injury. I have been offered a settlement agreement – do I have to accept it? The indication of a “reason to leave” in a transaction agreement usually does not matter. Presentation or precedent agreements often contain a list of all types of known claims, including those that might not apply to you. For example, most agreements retain formulations related to pregnancy and maternity, regardless of your gender. You can refer to the rights of part-time workers and the right to be heard with regard to dismissals, even if you have never been in such situations. The worker is not obliged to accept the settlement agreement. Settlement agreements allow employers and workers to opt out of the consultation process and achieve a “clean break.” Workers will then be able to receive more money than they would receive through statutory severance pay. Employers may also prefer settlement agreements, as they prevent the worker from later filing a complaint of unfair dismissal.

. . .