Compromise Agreement

COMPROMISE AGREEMENT SOLICITORS WATFORD

Compromise doesn’t always mean settling for less

A compromise agreement, usually in the form of a standard document, is a mutual agreement between you and your employers regarding a variety of issues which commonly includes cases where you have raised a grievance; where you do not want to return to work after maternity leave; where you have become medically unfit to continue working and, most often, in cases of redundancy.

A unique benefit of a compromise agreement is the fact that the underlying reasons for the agreement being made in the first place do not necessarily impact on how much you receive.

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Our top Watford compromise agreement solicitors have years of accumulated experience in negotiating the best financial packages for you.  They strive to provide you with a bespoke, professional service, which is conveniently delivered right on your doorstep.

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As an added bonus, the majority of compromise agreements make provisions for legal fees, meaning in the majority of cases we can offer our services for free!

To book an initial consultation with our expert compromise agreement solicitors in Watford, contact today to ask for a quote or book an initial appointment.

FAQs about:
Compromise Agreement

WATFORD COMPROMISE AGREEMENTS FAQS & QUICK GUIDE

Why have I been offered a Compromise Agreement?

A Compromise Agreement may be offered by your employer for a variety of reasons. There may be an underlying dispute, you may have raised a grievance, be medically unfit to continue working or may not want to return to work at the end of Maternity leave. Most commonly, a Compromise Agreement, which is sometimes referred to as a redundancy agreement, is offered as part of redundancy arrangements. One of the unusual aspects of Compromise Agreements is that the underlying reasons for a Compromise Agreement being offered often do not materially impact on the financial package offered. The main reasons employers offer such Agreements are:

  • Certainty and finality

  • The employer is in a largely no win situation if there is any prospect of an Employment Tribunal claim. This is because there is a general “no costs” rule for Tribunal claims. Consequently, even if the employer wins at tribunal it will not get costs from the employee. Legal costs are expensive, so an employer often prefers to offer an inducement to the employee to avoid this risk.

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