However, as a general rule, if you sign a transaction agreement, you should consider that it is a feature of everything that has happened between you and your employer and that you cannot assert rights against them. A transaction agreement (formerly known as a compromise agreement) is a legally binding agreement between you and your employee. It is customary for you to pay severance pay in exchange for your employee`s agreement not to make claims in court or court. However, transaction agreements can also be used to reach a definitive conclusion to an employment issue that does not end the employment relationship. For example, settling a dispute over vacation pay. It should also be noted that transaction agreements cannot exclude accrued pension rights or deferred personal injury. Once the transaction agreement is signed, you will also be confident that the employee will not be able to file claims against you in court or court unless you have misreprescied the reasons for the termination. For example, if you have told an employee that their work is redundant, if not. For example, you informed colleagues of your negotiations before seeing the confidentiality clause and they understood that you had to keep the existence of the agreement confidential. If you sign a clause that you have already violated (or if you violate the clause after signing) and your employer finds out, they may argue that they no longer need to respect their side of the bargain. You can refuse to pay compensation or even try to recover money they have already paid you. Your employer should expect to pay a contribution to your legal fees between $350 and $500 (plus VAT), depending on the complexity and extent of the problems. This is probably to cover all your legal fees in a simple case.
In some cases, your employer may pay up to $1,500, especially if complex agreements are reached after the end of the termination period or if it is necessary to sign a second signature if you are processing your termination. Be realistic, but don`t be afraid to ask what you want, especially when it`s not just about money. For example, employers will sometimes provide written apologies as part of a transaction contract. If your employee refuses your offer of a transaction contract and you threaten to dismiss it before the disciplinary proceedings, this is inappropriate behaviour and will almost certainly lead to the use of this evidence against you in an employment tribunal. In this situation, your employee has the right to complain about your behaviour, because you have broken trust and trust.