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Settlement Agreements

You may have heard the term “Compromise Agreements” before. They have been renamed Settlement Agreements. Other than that they are pretty much the same thing. Essentially by signing the agreement you are waiving your right to bring a claim against your employer in relation to your employment or the termination of your employment. Employers will often provide a financial incentive for you signing away your rights.

Your employer may have asked you to sign a settlement agreement to bring your employment to an end. In order for the agreement to be legally binding you need legal advice on the terms of the agreement and your ability to pursue claims against your employer. This is where we come in. The reason for this is to give you equal bargaining power with your employer.

We can take you through the agreement in plain English and explain the process and your legal rights. If you are not happy with the agreement or its terms we can negotiate on your behalf to try and achieve the best possible outcome for you. We can advise you on the reasonableness of the termination package.

If you have been offered a settlement agreement or think you might be offered one, call us on 02392 801 102 or email us to find out where you stand.

Offices in Eastleigh and Fareham.

Team members

Daniel Cottrell
Director, Head of Dispute Resolution
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Richard Hiron
Employment & Dispute Resolution Solicitor
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News and media

  • News
    • Posted on January 30, 2017
      In Department for Work and Pensions v Brindley UKEAT/0123/16, the Employment Appeal Tribunal (EAT) has upheld an employment tribunal’s decision that it had jurisdiction to hear a second disability discrimination claim despite the parties settling a previous claim under a COT3. A COT3 is an agreement which records the terms of settlement of an employment tribunal claim, or potential claim.
      Read more...
    • Posted on February 19, 2016
      In Mr R Banaszczyk v Booker Limited [2015] UKEAT/0132/15/RN the Employment Appeal Tribunal (EAT) has overturned the employment tribunal’s decision that a Warehouse Operative did not meet the tests under the Equality Act 2010 and was therefore not disabled at the relevant time.
      Read more...

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