Settling Employment Claims.

When considering whether you should settle an employee’s claim or potential claim, it’s all about reaching a solution that’s right for your business. We’ll analyse the situation for you, identify the potential claims and advise you on the pros and cons of the different settlement options.

Would you like to reach an arrangement with an employee and protect the organisation’s reputation whilst doing so?

We have a great deal of experience in advising employers prior to putting offers of settlement forward to employees and ensuring that they are well placed in any subsequent negotiations.  It is now particularly important that any offer is put forward in the appropriate manner if an employer wishes to retain the protection available in respect of pre-termination negotiations.

Since July 2013, a settlement agreement is the new name for a compromise agreement.  There are certain formalities to comply with and certain content which must be included in order to ensure that the agreement is valid.

We regularly draft settlement agreements for organisations, ensuring that the terms are tailored to not only the particular circumstances of the employee’s remuneration package and potential claims, but also all current legislation.  Employers often create problems by basing an agreement on one for a previous employee whose circumstances may have been different.

Potential claimants must now approach Acas for early conciliation before they bring most employment tribunal claims.  If you receive a call from Acas to say that someone is thinking of bringing a claim against you, we can advise on whether and how to respond so that you are best placed to avoid or defend any subsequent tribunal proceedings.

Services We Provide.

  • advising on pros and cons of settlement options

  • drafting and negotiating settlement agreements

Quick Contacts.

Our Process

Please contact us if you have an employment-related query. We will check whether we can act for you and, if so, we will confirm the terms and conditions of our retainer with you in a client care or engagement letter

Wherever possible, we will provide you with a fee estimate before carrying out any substantive work on a matter. If we provide advice over the telephone, we will not confirm the advice in writing unless specifically requested to do so. If we are required to carry out any follow-up work to a meeting or call, we will provide you with an estimated timescale for the completion of your work, factoring in any urgency

When providing ad hoc advice, we will usually render a bill to you on a monthly basis. Otherwise, we will bill you on completion of a specific item of work

Please contact a member of the employment team.

We would like to hear about your issues relating to Settling Employment Claims

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Employment Tribunal (Employees).

Under the employment tribunal’s rules of procedure, the emphasis is on tribunal proceedings being the last resort. Parties are encouraged to resolve their disputes prior to the commencement of tribunal proceedings or prior to any hearing

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