Both employers and employees should be aware of provisions contained within compromise agreements that prevent an employee from returning to the job altogether, following redundancy.
From our experience as employment law solicitors, such provisions can have far reaching scope particularly in complex scenarios where, for example, an employer consists of a number of joint venture partners. Such a provision would preclude the person who is facing redundancy, from working for any of the joint venture partners. Employers may wish to consider restricting such provisions to one joint venture partner, thereby allowing that person to work for any of the others, if this is their intention.
It is advisable that employees consider such provisions in detail and obtain legal advice at the earliest opportunity.
If you require further information about UK employment law or seek clarification with regards to post-termination provisions contained in your employment contract or 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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