Employment

Settlement Agreements were formally know as Compromise Agreements, they are a form of agreement where the employee agrees not to take any action against an employer in return for some consideration such as a payment. They are fairly common nowadays with many redundancies requiring the signing of such an agreement prior to payment.

We advise employees on the meaning of the terms in their agreement and on areas that may be improved upon. We highlight any details that should be clarified prior to signing and will look after the whole process from signing to payment.

Different circumstances lead to a dismissal or the termination of employment. We can advise the employer and employee on the optimum way to terminate employment while ensuring no breach of any employment constract restrictions.

We advise employees and employers on the best practice in disciplinary and grievance procedures.
We ensure the employer and employee is aware of the outcomes and the appropriate procedures to follow (e.g. ACAS)

We advise the employer of the correct procedures to follow to avoid any potential claim.

We have represented many employees during their redundancy process advising them on statutory requirements options available and potential courses of action.

We have advised many clients regarding disciplinary procedures the merits of their case and the potential outcomes.
Likewise employers have benefited by our scrutiny of their procedures preventing future claims.

Murray Hay solicitors provide the legal expertise from the incorporation of your business to dealing with those legal issues that arise in the day to day running. Experience ranges from lease assignment and reviewing to resolving employee related issues.

Many employers have benefited from our expertise in the areas of preparation of employment contracts, service agreements, non disclosure agreements and staff handbooks.

We advise employees on the validity of their dismissal whether it is wrongful or unfair. We disclose the strengths and weaknesses of initiating an action. We will discuss the application and the timescales as well as the potential outcomes.

We aim to limit the potential for any action against an employer for wrongful or unfair dismissal. Ideally this occurs at the preparation of the employees contract but when circumstances dictate and it is later we provide the best and worse case opinion for the employer so the sensible business decision is made.