Within the workplace, there are occasions where it may be beneficial to both an employer and an employee to agree the terms for a dismissal by way of a settlement agreement; potentially saving the parties time, energy and resources. As of 29 July 2013, pre-termination discussions in ordinary unfair dismissal cases became inadmissible as evidence of unfair dismissal in any subsequent claim, subject to certain limitations. Note, this change does not apply to discrimination claims and certain other claims so employers cannot suggest termination of employment to an employee with impunity under the new rules.
Compromise agreements and compromise contracts were also renamed settlement agreements from 29th July 2013.
Last updated on 22/12/2017 10:54:02 | #Termination