Philip Landau and his team are very experienced in consulting on compromise agreements, having negotiated favourably with employers across Britain. These include a large number of investment banks and individuals, as well as other financial institutions in the city. If you think you`ll likely be fired anyway, agreeing to the deal deal may be a good option. You will receive more money and you may be able to negotiate a good referral. Your employer will likely cover your legal costs. Another important tip is to make sure you have the right lawyers acting for you. If you don`t trust your lawyers` skills, always remember that you have the right to change lawyers if you wish. At Truth Legal, we have extensive experience in successfully negotiating transaction agreements. The worker is not obliged to accept the settlement agreement. If they object, the employer can still go through the dismissal procedure and the worker could seek advice on whether it has been made fair or whether he can seek compensation for unfair dismissal before a labour court. If you sign a settlement agreement, your employment relationship will end. Typically, you receive a sum of money in exchange for the loss of your job and certain labor rights. It is important that the agreement reached is fair.
Each case is different; One person might be looking for money, while another person needs a good reference or even reinstatement in their job after the dismissal. Most settlement agreements lead to a “clean break”, where workers and employers separate, but sometimes the employment relationship continues afterwards. Here are a few examples: In these difficult economic times, many employees may face layoffs. If you are offered a settlement agreement as a result of terminations, it is important that you understand your rights and the rights you may waive if you sign the agreement. Our employment law team here outlines the most important facts you need to know when a settlement agreement is offered to you and how we can help you answer additional questions. . . .