It is often sensible for an employer to follow some sort of procedure before commencing discussions around settlement agreements to ensure that there is a fall-back position should negotiations break down. For employees it is important to understand employment rights and the maximum likely compensation in the event that litigation is pursued rather settlement. Good legal advice is critical for both employer and employee to ensure that objectives are met and the desired outcome achieved. Settlement agreements are frequently used to settle claims which have been initiated in the Employment Tribunal, rather than relying on the ACAS service and settlement via a COT3 agreement – settlement agreements enable wider provisions to be included and as such can address other concerns a party may have aside from the issues within the particular claim.
It is obvious that employees cannot be physically forced to have the vaccine, so can they be disciplined/dismissed if they refuse? The CEO of Pimlico Plumbers (yes, them again!) has issued a blanket instruction to all staff: once the vaccine is widely available, they must have the COVID 19 vaccine if they are to stay…Read More