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Ackroyd Legal

EMPLOYMENT LAW FOR EMPLOYEES

Settlement Agreements

A settlement agreement brings the relationship between employer and employee to a formal end. It records in detail any settlement that you have reached with your former employer. If you sign a settlement agreement you waive your right to bring legal action against your former employer, in exchange for a financial payout.

A settlement agreement will be legally binding if all of the following criteria are met:

  • It must be in writing
  • It must only relate to your dispute, and cannot be used as a barrier to future claims against your employer
  • You must have received legal advice before entering into a settlement agreement. The agreement must refer to whom you have consulted, and they must hold professional indemnity insurance
  • The agreement must state that all conditions have been met

Legal advice is essential

Your settlement agreement will cover aspects such as the amount of money that you are to be paid and when this is due, whether you will receive a reference from your employer, whether you are bound by confidentiality in relation to the settlement agreement and whether your employer is required to meet your legal expenses. Because of the binding nature of your settlement agreement, as well as the numerous criteria that need to be met, it is essential to get legal advice at the earliest opportunity.

Quick turnaround with your desired settlement amount

Ackroyd Legal have a number of years of experience in helping employees get what they want with their settlement. If you are in a position to check over your offered package and need a quick turnaround, one of our solicitors will be more than happy to help you.

Disciplinary Proceedings

Disciplinary proceedings are used by employers to deal with problems involving the work or the behaviour of their staff, such as poor performance. Disciplinary action varies according to the circumstances, from a written warning to dismissal.

The first step

The first step in the disciplinary process may be an informal warning, for example for persistent lateness, which gives the employee the opportunity to improve their conduct.

The disciplinary procedure will usually consist of the following:

  • A letter that puts the matter in writing
  • A disciplinary meeting
  • A disciplinary decision
  • The opportunity for you to appeal this decision

Your employer should make all employees aware of their disciplinary procedure. This should provide examples of the type of conduct that will lead to disciplinary action and set down the procedure that will be followed. At the disciplinary meeting, the evidence will be presented, and you should be able to explain your side of the story.

Representing yourself

You may be accompanied to this meeting, although you must inform your employer in advance if you intend to take somebody with you. This could be a colleague or a trade union representative. A decision will then be made, and disciplinary action may be taken against you, although you will have the right of appeal.

Making a claim

Disciplinary proceedings are used by employers to deal with problems involving the work or the behaviour of their staff, such as poor performance. Disciplinary action varies according to the circumstances, from a written warning to dismissal.

Speak to a Solicitor

EMPLOYMENT guides

Why Ackroyd Legal?

We’re committed to delivering the highest level of service, alongside honest, sensitive, and professional advice. Our job is to make your life easier, at every stage of the process. We’re ready to help you with any aspect of employment law.

Here are just some of the reasons to choose Ackroyd Legal for your employment law requirements:

Employment law experts

As specialist employment law solicitors, we have a wealth of experience and expertise in a diverse range of issues. We can offer cost-effective, pragmatic advice to secure the best outcome for you.

We put you first

From the moment you get in touch, we put you first. Our skilled and experienced team of legal experts will work hard to find the best solution for you and deliver the best possible outcome.

Fixed fees

When you work with Ackroyd Legal, you pay a single, fixed fee. There’s no hidden costs or unexpected charges. We’ll provide you with a fixed quote before we start work and ensure you understand exactly what you’ll be paying, and what you’ll receive in return.

Communication is key

We listen to your needs, and we keep you in the loop at every stage of the process. When you work with us, you’ll be introduced to your own case handler, who will ensure are kept informed. They’ll always be on hand if you need them.

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