Employment Law FAQs

The Most Frequently Asked Employment Law Questions

As an employee, the chances are you have some questions regarding Settlement Agreements. Luckily for you, we have the answers to all your questions and more.

Sourced through our expert Employment Law team here at Tinsdills Solicitors, we can answer all of your Employment Law questions around Settlement Agreements.

If you don’t find what you’re looking for below, feel free to contact us using the form here, and we will be happy to help.

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    Frequently Asked Questions On Employment Law

    Employment Law is the area of law that governs the relationship between an ‘employer’ and an ‘employee’.

    Employment Law outlines the rights and duties of an employer and an employee and provides each with a course of redress should there be a failure by either to comply with those duties and an impingement on those rights.

    A Settlement Agreement is a legally binding contract entered into between you and your employer, usually where that relationship has come to an end. Settlement Agreements typically waive an individual’s right to make any claim which they potentially may have against their employer, in return for a compensatory amount. It is therefore vitally important that you seek independent legal advice before entering into a Settlement Agreement.

    There are various conditions that must be met in order for a Settlement Agreement to be valid; one of these is that the employee must receive advice from an independent adviser. Here at Tinsdills Solicitors we are able to provide advice on the terms of a Settlement Agreement and the implications of entering into the agreement.

    You don’t have to pay any fees to the employment tribunal for bringing a claim. However, if you lose an employment tribunal claim there is an extremely small possibility that you may have to pay costs. Generally, a tribunal will only make a costs order where one party has acted totally unreasonably in either bringing proceedings or in the way that proceedings have been conducted. If you instruct a solicitor to act on your behalf then you will have to pay the solicitor’s fees.

    We do not act under a Conditional Fee Agreement (no-win, no fee) in Employment Law matters as a matter of course, but may be willing to do so in certain circumstances. If you wish to instruct us with a view to bringing a claim we would be happy to provide an estimate of costs.

    The time period from lodging a claim to finalisation can vary, however, claims in the employment tribunal currently take on average between 8-12 months to be heard.