Settlement Agreement Solicitors Southampton

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As a starting point, you should read the transaction agreement carefully. A settlement agreement can only become legally binding if you have used independent legal advice on the terms. This means that you must bring a copy of the agreement to an employment lawyer. Your employer can put you in touch with a lawyer or choose a lawyer. If you have been fired or fired by your employer, you may be asked to sign a settlement agreement (sometimes called a severance pay agreement, separation or release agreement and earlier referred to as a compromise agreement). You thus waive your right to assert a right against your employer against a sum of money. In addition, by entering into a settlement agreement, the employee can avoid the financial and emotional burden of appealing to an employment court. The first step is to contact a lawyer with legal advice. This is a crucial step, because to be binding, settlement agreements must be in writing and signed and you must have received independent legal advice from a lawyer or other duly qualified person. Settlement agreements are usually concluded within a relatively short period of time. If you are satisfied with the content and the amount of money paid, we should be able to complete the job within a few days.

If there are negotiations, it depends on how quickly your employer can respond, but we assume that most agreements will be reached within a few weeks. Since July 29, 2013, employers and workers may enter into confidential negotiations with a view to reaching consensual terms of agreement in accordance with the new section 111A of the Employment Act 1996. Employers often fall into the trap of mishandling situations that lead to the offer of a settlement agreement. This can put you in a very strong position to negotiate an improvement in the proposed transaction terms, as an alternative to you bringing an unjustified cancellation action. We can help you do this, either by negotiating on your behalf with your employer or by advising you behind the scenes. Another restriction is that in case of inappropriate behavior by one of the parties, proof of negotiations before the end of the negotiation may be considered admissible. . . .

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