Sarah is a Solicitor and joined Barwells in 2016. She graduated from The University of Sussex in 2015 after returning to study as a mature student. Sarah studied the Legal Practice Course part time at The University of Law in Guildford. Sarah works in the Litigation Department and she has a particular interest in Property and boundary disputes and Employment Law.
In her spare time Sarah likes to read, take walks on the seafront and travel.
In these uncertain times you may find yourself faced with an employment issue or redundancy situation. If you need advice regarding your employment or a settlement agreement signed off by a relevant independent advisor, which is required by law for it to be legally binding, please do not hesitate to contact our Litigation department on 01273 582271 or email us at email@example.com to speak to one our friendly team to see if we can assist you.
If you have been consulted by your Employer in relation to a redundancy situation and have been given a settlement agreement it is vital that you seek independent legal advice from a relevant advisor in relation to this to ensure it is legally binding. Your settlement agreement should contain certain information which the relevant advisor will need to ensure is contained in the agreement and which you will be made aware of. Such information includes the names of the parties involved, the amount of the redundancy payment and any other benefits or holiday accrued that you are entitled to. One of the most important aspects of the agreement is whether it contains a provision which waives the ability to claim statutory rights. The rights that are being waived must be specifically included, such as those relating to unfair dismissal, redundancy payments, discrimination claims or holiday pay.
To ensure that a settlement agreement is legally binding it needs to comply with the provisions of the Employment Rights Act 1996. Ensuring you get the correct advice regarding your rights and what the settlement contains is vitally important. To comply with the requirements of the Act a relevant independent advisor must be consulted and they must provide confirmation that they have advised an employee about the terms and effect of the agreement and, more importantly, in regards to the ability to pursue any further claims should the employee wish to do so.