From what we have witnessed as employment law solicitors, in this climate some employees are not being paid for up to four months. From an employee’s position, particularly one who is being made redundant, we would want to ensure safeguards are put into the compromise agreement to ensure that following execution of the agreement by both parties, the employee will be able to bring proceedings against the employer if the employer has not paid the redundancy payment, to avoid breach of compromise agreement.
The idea of a compromise agreement is to be in full and final settlement and part of this means that typically no legal action can be brought against the employer. Therefore if proceedings were to be brought, with both parties having signed the compromise agreement, it would be a breach. However, appropriate safeguards could be implemented to circumvent this.
If you require further information on your redundancy rights or the terms of your compromise agreement, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
- http://www.rtcoopers.com/practice_employment.php
- http://www.rtcoopers.com/faq-redundancyemployee.php
- http://www.employmentlawyersinlondon.com/video.php
- http://www.employmentlawyersinlondon.com
- http://www.compromiseagreementlonuk.com/
© RT COOPERS, 2012. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.
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