Compromise agreements, where an employee agrees not to make a claim against their employer in return for a financial settlement, were introduced under the Trade Union Reform and Employment Rights Act in 1993, and are predominantly used in cases of redundancy, unfair dismissal or unlawful discrimination.
A compromise agreement is valid if:
- It’s in writing
- It relates to a particular complaint or proceedings.
- The employee has received independent legal advice from a relevant adviser as to the terms and effect of the proposed agreement
- The adviser has insurance or an indemnity covering the risk of a claim by the claimant in respect of loss arising as a result of the advice
- It identifies the adviser
- It states that the conditions relating to compromise agreements under the relevant act or regulations are satisfied.
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Case Study
- Meeting to clarify the scope of the project (1 hour on site)
- Supporting ‘without prejudice’ discussions with the employee
- Preparation of the compromise agreement
- Negotiation with the employee’s advisor
- Unlimited telephone and admin support during the project
Price: £900 |
