Employees

At the beginning of an employment relationship you may be reluctant to ask for changes in your contract of employment or to ask for some clarifications. Hence you may end up signing a contract with some hesitation.

Advice may be required during the employment cycle – from recruitment stage to termination. Senior Executives are normally provided with detailed contracts of employment and require assistance in making sure that the terms and conditions are fair and fully understood. Furthermore guidance as to what should be negotiated is also provided.

When your employment comes to an end, especially when you believe that you have been dismissed unfairly this may be devastating and have repercussions on your finances as well as your family life.

The basis of a settlement agreement is simple – your employer offers you financial compensation or some other incentive for you to enter into a settlement agreement. By you signing this agreement to employer has peace of mind that you will not bring an employment-related claim against the company.

The main types of discrimination and other potentially unlawful conduct that are common to all (or nearly all) of the “protected characteristics” are set out in the Equality Act 2010.

If you have at least two years’ service is entitled to a statutory redundancy payment and this in addition to any contractual redundancy payment as well as other benefits that your employer may offer.

If you have been invited to a disciplinary hearing this may be stressful and you may worry that you may end up being dismissed from your job.

If you are unhappy about something at work or the way you are being treated a way to tackle this is be writing a grievance to your employer.

This is not always straightforward and it is a complex subject. Generally the aim of the restrictive covenant is to prohibit you from competing with your ex-employer for a period of time after you would have left the business.