Listed below are questions we are commonly asked:
Strictly speaking, no. It is commonplace for employers to make a contribution to an employee’s legal costs, because the settlement agreement is only binding if you take independent advice. Employers normally place a limit on the amount of costs that they will pay and will only pay these if the agreement is signed.
Disclaimer: This information is for general guidance only and is not intended to constitute legal advice. You must consult our employment solicitors if you require advice on your situation or circumstances.
For a settlement agreement to be valid, you have to take legal advice from an independent adviser on the terms and effect of the agreement and, in particular, how it prevents you from making claims in an employment tribunal, once it is signed. This is to make sure that you are protected and not inadvertently signing away your rights. We have a huge amount of experience in negotiating the terms of settlement agreements, to make sure they are fair and also that you are being paid adequate compensation for any claims you might have.
Disclaimer: This information is for general guidance only and is not intended to constitute legal advice. You must contact our employment solicitors if you require advice on your situation or circumstances.
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