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.
Clawback Clauses and UK Visa Fees: Part 1
The rising cost of visa sponsorship has generated renewed interest in the scope and enforceability of clawback clauses in employment contracts and secondment agreements. Clawback clauses provide that an agreed sum must be repaid to the employer in the event that the individual either does not commence employment or does not remain in employment for…
Read More
