Reason for termination: This should normally be indicated and, in some cases, the reason is simply indicated as “mutual agreement.” However, transaction agreements can also be used to resolve existing disputes with staff, without the employee leaving the company. Alternatively, an employer may insert a clause to remove the offer. These clauses require the worker to guarantee, i.e. to promise that he has not received a job offer (and to subordinate the payments to what is the case). The employee cannot sign the agreement as it is, because it would be false and would risk the payments. Requesting a change or distance is the best option, but it may also be withdrawn. Your lawyer will be able to advise you on the best communication strategy based on your particular circumstances. If a transaction contract is offered to you, you must balance the pros and cons of the offer against the advantages and risks of abandonment and the action of an employment tribunal. Most of the time, it will be by a qualified lawyer, but it could also be a union representative or an adviser with the authority to advise on transaction agreements. If it does not meet all of these conditions, it is not valid and you do not have to comply (although your employer does). This means that you can still take legal action in an employment tribunal. Talk to your nearest citizen or local lawyer if you feel your agreement is invalid. Early offer of redundancies – In the event of voluntary dismissal (usually with extended severance pay), the employee requests dismissal at an early stage of the process.
If the employer accepts voluntary dismissal, in exchange for payment of an extended package to the worker and/or permission not to provide notification (and to pay rather than payments), everything is counted in a settlement contract. The aim is to avoid the risk of litigation at a later stage. A mix of brilliance, gaming art and trading good personal connections with decision makers can help you get a better deal.