Compromise agreements are a means of resolving workplace disputes and bringing employment relationships to an end in a mutually agreed way. However, the process of approaching and negotiating compromise agreements can be tricky. Receiving expert advice on the terms of a compromise agreement is also a legal requirement for it to be legally binding.
Thompsons NI Solicitors are experienced in dealing with compromise agreements. Our specialist team supports many workers going through the process with their employers every year. Below, specialists from our employment rights unit, answer some of the most frequently asked questions about the process of signing a compromise agreement.
Compromise agreements are legally binding contracts used frequently to end an employment relationship on agreed terms. In Great Britain, the equivalent to compromise agreements are known as settlement agreements and thus Great Britain-based employers might refer to offering employees in Northern Ireland a settlement agreement rather than a compromise agreement.
In return for signing a compromise agreement and waiving most of your legal rights, such as being able to make a claim for unfair dismissal, you will usually be given a compensatory lump sum payment.
As an employee, you have the right to bring a claim against your employer if they act illegally or in breach of employment law. However, by agreeing to and signing a compromise agreement, you will no longer be able to sue your employer in a tribunal or court for any ongoing, potential or future claims, individually or as part of a group, unless the agreement specifies otherwise.
There are limited rights that should still be protected within the agreement, and when going through the process, a specialist like those at Thompsons NI will ensure these are included before anything is signed.
This depends on what payments you are receiving and how these are defined within the agreement.
Generally, the first £30,000 of a payment made as compensation for loss of employment or redundancy (both statutory and contractual) will be tax-free. However, how the payment is defined within the agreement is crucial and can make a difference as to whether the payment benefits from tax exemption. Thompsons NI specialists will review this with you and make the necessary amendments to your agreement.
You will have to pay tax and national insurance on payments which are considered as earnings, such as wages and holiday pay. Payments in lieu of notice (PILON) are also taxable, whether they are contractual or not.
As of 6 April 2018, a compromise agreement needs to make it clear that either notice has been served or it needs to specify the amount of Post-Employment Notice Pay (PENP) that is payable. If the agreement makes no reference to notice pay, HMRC will treat part of the compensation payment as notice pay, and subject it to tax and national insurance. Our specialists will ensure that the appropriate terms are used within the settlement agreement to protect the tax status of the payments.
Your compromise agreement should specify a time limit for payment. Thompsons NI will ensure that the timescale included in your agreement is fair and reasonable.
There is no legal obligation for an employer to provide an employment reference. For an employer to be legally obliged to give a reference, there must a relevant clause included in the agreement that confirms they will do this. It should also stipulate how they will provide it and within what timescale.
Compromise agreements usually include a confidentiality clause that prevents the agreement and terms being disclosed to third parties. However, our specialists can ensure that the clause is not overly restrictive and that it is balanced in your favour to ensure you can discuss matters with relevant parties, such as prospective employers and your professional advisors.
It is a legal requirement, in order for a compromise agreement to be binding and lawful, that it is signed by a ‘relevant independent adviser’ such as a qualified lawyer. Our compromise agreement specialists will also review the terms of the agreement to determine whether or not they are reasonable.
If either party breaches the terms after the agreement has been signed - for instance, if the employer fails to make a payment - the breach and any losses incurred would need to be proven. This would then allow the wronged party to claim for breach of contract and related costs.
The cost of legal advice is usually covered by the employer and stipulated within the agreement. Thompsons NI Solicitors will not charge you more than your employer’s contribution of costs and you will receive 100% of the payment. We will not make any deductions.
Compromise agreements are voluntary and you do not have to sign an agreement if you do not accept the terms. If not signed, the agreement is invalid and you are able to bring or continue any potential legal claim against your employer. You would remain employed and your employer may consider ending your employment by an alternative means, such as by following a disciplinary procedure or capability process.
Yes. We will ensure, based on your circumstances, that your agreement is correctly worded.
Thompsons NI Solicitors has a dedicated team of employment law specialists who advise and support people through the compromise agreement process. We have significant experience of working across a whole range of workplaces which we use to secure the best agreement terms possible. We pride ourselves on our efficient and fast-paced service, finalising compromise agreements with even the most urgent deadlines.
If you require advice on your compromise agreement, please contact Thompsons NI on 0800 138 6880. Alternatively, visit our employment law page for more information. Chambers UK, a leading guide to law firms and solicitors in the United Kingdom, has recently ranked Thompsons NI as Band 1 in relation to their personal injury and employment rights work.