When facing redundancy, it is imperative that you make sure you have adhered to your employer’s policies, for example, in relation to claiming expenses. As employment law solicitors, we would always advise that any and all claims for expenses be submitted on time and in any case, well in advance of commencing negotiations of the […]
Entries from February 22nd, 2012
Employment Law, Redundancy, Compromise Agreements, Expenses
February 22nd, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Expenses, Redundancies, Redundancy, Redundancy law
Tags: Compromise Agreements·employment law·Expenses·Redundancy
Employment Law, Redundancy, Compromise Agreements, Without Prejudice
February 21st, 2012 · No Comments · About Compromise Agreement Blog, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Redundancies, Redundancy, Redundancy law, Without Prejudice, Without Prejudice Discussions
When advising on redundancy rights, clients never fail to spot the fact that the compromise agreements are labeled as “without prejudice subject to contract”. When an employee signs a compromise agreement we explain that under UK employment law, the compromise agreement is only legally binding once both parties (i.e. the employee and employer) have signed. […]
Tags: Compromise Agreements·employment law·Redundancy·Without Prejudice
Employment Law, Redundancy, Work Reference, Compromise Agreements
February 17th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Redundancies, Redundancy, Redundancy law, Reference
Following our post below, when advising about redundancy we have seen that where employers choose to provide the employee with a job reference letter other than a standard reference, they will include disclaimers to the effect that they will not be liable should a new employer rely on it. If you require further information about […]
Tags: Compromise Agreements·employment law·Redundancy·Work Reference
Employment Law, Redundancy, Work Reference, Compromise Agreements
February 16th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Redundancies, Redundancy, Redundancy law, Reference
When it comes to employees’ redundancy rights, we have seen much discussion around reference letters, specifically in relation to an employer’s willingness to provide more than a standard reference. A standard job reference merely provides the employee’s name, the date he or she started employment, the date his or her employment ended and his or […]
Tags: Compromise Agreements·employment law·Redundancy·Work Reference
Employment Law, Redundancy, Compromise Agreements, Payment in Lieu of Notice
February 14th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Payment in Lieu of Notice, Redundancies, Redundancy, Redundancy law, Redundancy Pay
Payment in lieu of notice (PILON) is normally shown as a separate amount in compromise agreements to cover the notice period in relation to redundancies. From our experience of advising on employment rights we have seen that sometimes people work part of the notice period with the rest paid as PILON. If you require further […]
Tags: Compromise Agreements·employment law·Payment in Lieu of Notice·Redundancy
Employment Law, Compromise Agreements, Holiday and Holiday Pay, Redundancy
February 13th, 2012 · No Comments · Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Employment Lawyers, Employment Solicitors, Entitlement to Untaken Accrued Holidays, Redundancies, Redundancy, Redundancy law
A common topic when advising on employment rights, particularly in relation to redundancies, is that of accrued holidays. It is advisable to agree the untaken accrued holidays upfront with your employer, and the number of days should be stipulated in the your compromise agreement for clarity. If you require further information about redundancy rights including […]
Tags: Compromise Agreements·employment law·Holiday and Holiday Pay·Redundancy
Employment Law, Redundancy, Legal Advice, Compromise Agreements
February 9th, 2012 · No Comments · Adviser's Certificate in Your Compromise Agreement, 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, Unfair Dismissal
Upon receiving a letter stating that an employee is at risk of redundancy, he or she should immediately seek independent legal advice. The legal adviser will advise you on the implications of the compromise agreement you will be signing. This applies in redundancy situations or where employees reach settlement with their employers in light of […]
Tags: Compromise Agreements·employment law·Legal Advice·Redundancy
Employment Law, Compromise Agreements, Legal Advice
February 7th, 2012 · No Comments · Choosing an Independent Legal Advisor to provide Advice on the Terms of your Compromise Agreement, Compromise Agreement Solicitor, Compromise Agreement Solicitors, Compromise Agreements, Confidentiality Provisions in a Compromise Agreements, Employment Lawyers, Employment Solicitors, Employment Tribunals, Independent Legal Advice, Redundancies, Redundancy, Redundancy law, Restrictive Covenants, Signing Compromise Agreements
Signing compromise agreements may seem daunting where employees do not have much knowledge about redundancy or their employment rights. It is important for an employee to obtain redundancy advice before signing a compromise agreement to properly understand its terms, as a breach can have serious implications. For example, a breach may lead to an employee […]