The employer under the agreement usually provides for the payment of a cost contribution towards our fees, the amount of which is negotiable. If you do not want to pay any more that the contribution, please let us know so that we can limit our work to ensure that this requirement is complied with.
Clients however usually like us to carry out a full service concerning such agreements and in particular to amend the agreement so that it is commercially acceptable for them to sign. By way of example, a key amendment is to vary that the common provision of the settlement monies will not be payable if there is any breach of the agreement (however minor). This is unacceptable, and we normally amend the agreement to provide that the compensation monies are only forfeitable if there has been a serious breach of the agreement.
There are also many other amendments which we usually make to protect the interest of our client. An example of this is to provide that the employer may not amend the pre-agreed draft reference and only decline to give the reference if new adverse information comes to light after the date of the agreement.
We are particularly experienced in acting for clients where the settlement agreement is signed in the context of long-term sickness absence, disciplinary proceedings or performance management.
We are also experienced in representing clients who are being made redundant or whose jobs are at risks following a Company reorganisation.
We are a very approachable law firm. We do not charge for initial telephone calls. Please send us a draft of the proposed agreement, a copy of your current contract of employment, and a recent pay slip. Our receptionist will arrange for a meeting at our Bloomsbury office.
Please ask for Lawrence Rodkin or Ayse Salih on 0207 112 8841, or use the email addresses; Lawrence.firstname.lastname@example.org or email@example.com.