7th December 2017
A Settlement Agreement (formerly known as a “Compromise Agreement”) is an agreement between two parties (ordinarily an employer and an employee) which serves to compromise one of the parties’ (usually the employee’s) potential contractual and statutory claims in relation to a particular complaint or upon termination of employment. In return, the employee will usually receive compensation for waiving their right to bring a claim or claims against their employer.
A Settlement Agreement is entirely voluntary and only becomes binding once both parties have signed it. There is no obligation for either party to sign the agreement and there may well be a process of discussion and negotiation during which both sides make offers and counter offers. Either party may walk away from the negotiating table at any point before execution. If agreement is not reached, the negotiations may not be admissible as evidence in claims before an employment tribunal or in other court proceedings.
Key features of a Settlement Agreement:
Independent Legal Advice
Given that it is a requirement that an employee seeks independent legal advice in respect of a Settlement Agreement, the employer ordinarily contributes towards the costs incurred by the employee in doing so, that is to say an employer will generally pay some, or all, of the employee’s legal costs. There is no minimum contribution that an employer must make, nor is an employer obliged to cover the entire cost should there be significant complications and/or amendments required.
It is common practice for the agreement to contain an “Adviser’s Certificate” to be signed by the employee’s advisor once the employee is happy with the agreement and ready to sign themselves.
What happens once the Settlement Agreement has been signed by both parties?
Once the agreement has been fully executed (i.e. all parties have signed it), both parties shall be bound by the terms of the settlement agreement and the employee will receive the sums due to him by virtue of the agreement. Should any issues arise – such as non-payment– then the affected party can bring a claim for breach of contract against the other party to the agreement.
We can help!
Whether you are an employer looking to draft a Settlement Agreement or an employee who has been presented with one, Karen Bristow in our Employment department will be able to provide you with further information and advice.
The contents of this article are for the purposes of general awareness only. They do not purport to constitute legal or professional advice. The law may have changed since this article was published. Readers should not act on the basis of the information included and should take appropriate professional advice upon their own particular circumstances.
If you are need of professional, reliable legal advice, contact us today.
Lamb Brooks LLP
39 Winchester Street
f: 01256 330 933
Your Name (required)
Your Email (required)
© Lamb Brooks is authorised and regulated by the Solicitors Regulation Authority - SRA No 559661.
Lamb Brooks LLP (registered at Companies House OC363909) whose registered office address is: Victoria House, 39 Winchester Street, Basingstoke, Hampshire, RG21 7EQ
Website by Muze
Client Care Policy |
Privacy Notice |
Cookies Policy |