Latest news:

  • Premarital agreements: ten years on from Radmacher - Ten years ago, a German paper heiress had her premarital agreement (PMA) approved by the highest courts in England. This decision of the Supreme court in 2010 effectively changed the way that our family courts treat PMAs and, in turn, the way we advise our clients who are about to marry and seek  our advice [...]
  • Coronavirus and childcare: facilitating contact in the ‘rule of six’ era - On Monday 14th September 2020, the UK government introduced the ‘rule of six’ in England to limit social contact in an attempt to control the spread of the COVID-19 virus. This new rule makes it illegal for groups of more than six people to meet in any setting, either indoors or outdoors, including in family [...]
Show all news items 
fixed fee divorce solicitors aylesbury bucks termination of employment

Termination of Employment and Settlement Agreements

An employee with sufficient (subject to some exceptions) continuous employment has the right not to be unfairly dismissed, which means they can only be dismissed for one of a number of specific fair reasons and the dismissal must be fair in the circumstances.

Some dismissals are also classed as being “automatically unfair”. For some, but not all of these reasons, the employee does not need the minimum period of employment mentioned above.

The disruption to a business along with the potential awards for unfair dismissal can be considerable.

To avoid the risk of an employee pursuing a claim of unfair dismissal following the termination of their employment, you may prefer to agree settlement terms with them instead.

Once terms are agreed, it is important to set these out in a formal Settlement Agreement. This is the only method by which an employee can validly give up their statutory employment rights. A Settlement Agreement is a written document that contains specific terms and the employee must take legal advice on the terms and effect of the proposed agreement. Normally, therefore, the employer also agrees to pay a contribution towards the employee’s legal costs for this advice.

We can advise you on how to minimise the risk of a claim of unfair dismissal and, where appropriate, prepare valid Settlement Agreements setting out agreed terms.

What our clients say:

Very much appreciate the businesslike yet friendly approach of a family solicitor but with the depth and competency of a major firm. Thank you for everything you have done for us.

Contact Us

    By submitting your details, you are agreeing to share your data with the Metamorph Group of Companies. To opt out; please see details on our privacy statement by clicking here.