Getting the Best Independent Legal Advice on your Settlement Agreement

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Choosing the right independent employment lawyer is crucial to receiving the best advice on your settlement agreement to ensure that you are protected. RT Coopers have been advising employees at all levels for over 18 years and we are experts in this field. Call us now on 0207 488 9947.

 

© RT COOPERS, 2020. 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

Redundancy – Returning the Signed Settlement Agreement – Legal Adviser’s Certificate – Seeking Extension

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If you have been given a deadline by which to return the signed settlement agreement and legal adviser’s certificate and it is unlikely that you would be able to meet this deadline, you should seek an immediate extension from your employer. Otherwise, there is a risk that you could lose the redundancy offer that has been made to you.

If you need legal advice on the terms of your compromise agreement/ redundancy agreement if you are being made redundant, please contact an employment solicitor at [email protected] or visit one of the following pages on employment law:

© RT COOPERS, 2020. 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.

Redundancy Rights

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When advising on redundancy rights, clients never fail to spot the fact that a settlement agreement is labeled as “without prejudice subject to contract”.  When an employee signs a settlement agreement we explain that under UK employment law, the settlement agreement is only legally binding once both parties (i.e. the employee and employer) have signed. At this point the settlement agreement becomes an open document which can be used as evidence in court.

If you require further information about redundancy or the meaning of without prejudice, please contact us at [email protected] or visit one of the following pages on employment law:

© RT COOPERS, 2020. 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.

Getting the Best Independent Legal Advice on your Settlement Agreement

Getting the Best Independent Legal Advice on your Settlement Agreement

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Choosing the right independent settlement agreement lawyer is crucial to receiving the best advice on your settlement agreement to ensure that you are protected. RT Coopers have been advising employees successfully for many years at all levels of seniority and we are experts in this field. Call us now on 0207 488 9947.

 

Agreeing your reference if you are being made redundant

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Many employers provide standard references now and these are usually attached as a schedule or appendix to the settlement agreements of employees who are being made redundant. Prior to signing your settlement agreement, it is a good idea to ensure that the reference has been checked and agreed upon. This reduces the risk for errors in your reference when a future request is made by a prospective employer and goes towards ensuring there is nothing unexpected written in your reference.

If you need legal advice on the terms of your settlement agreement or guidance on negotiating a reference with your employer, please contact a settlement agreement solicitor at [email protected].

© RT COOPERS, 2020. 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.

Returning company property when you are made redundant

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If you are being made redundant, you would normally have to return all of your company’s property by a certain specified date in order to be paid your redundancy payment. Typical examples of employer’s property include, work mobile phones, portable storage devices (USBs) and cars. One important point which we mention when advising clients is to get confirmation from the employer that the property has been returned. This ensures that there can be no question as to whether the employer’s property has been returned or not.

If you need legal advice on the terms of your settlement agreement , please contact a Settlement Agreement Solicitor at [email protected].

 

© RT COOPERS, 2020. 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.

Entering into a settlement agreement with a company that is part of a group of companies

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Each employee should be aware that when the employee signs a settlement agreement with an employer, if the employer is a company then the employee would typically be entering into a settlement agreement with the following (if these exist): the parent company, any subsidiaries and/or the directors and agents of the company. It may be that these may be based in another jurisdiction (not in England). In which case, they would normally be able to enforce their rights against the employee under the settlement agreement as well as the company that is the “employer”.

If you need legal advice on the terms of your settlement agreement or guidance on negotiating your redundancy package with your employer, please contact a redundancy solicitor at [email protected].

© RT COOPERS, 2020. 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.

I am an employee: under what circumstances can I be made redundant?

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We receive many enquiries from employees who have been informed that they are at risk of redundancy. One of the first questions to consider is whether the employee is facing a true redundancy situation or not.

In order for the company to dismiss an employee by reason of redundancy, the company would have to show that: (i) it ceased or intends to cease carrying on the business for which the employee was employed; or (ii) it ceased or intends to cease to carry on that business in the place where the employee is employed.

If you need legal advice on the terms of your settlement agreement or guidance on negotiating your redundancy package with your employer, please contact a settlement agreement solicitor at [email protected].

© RT COOPERS, 2020. 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.

 

Settlement Agreements Specialists

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As an employee you must take independent legal advice to ensure that you fully appreciate the implications of what you are being asked to sign by your employer. The settlement agreement may appear straightforward to you, there are always issues that you may need to go over with your legal advisers.

Settlement Agreement Lawyer

Leading settlement Agreement lawyer http://www.employmentlawyersinlondon.com

Termination of Employment

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A number of employees are being dismissed by employers for poor performance instead of making them redundant. In some cases for summary dismissal. If you are an employee, it is imperative that you file a grievance as early as possible to try to resolve any workplace disputes. Call us now.