For Business

Termination of Employment

Termination of Employment

Employment can come to an end for a variety of reasons. Whether your employees leave as a result of a dispute or they have simply decided it's time to move on, we can advise you on resolving or dealing with any dispute or protecting the business through the implementation or enforcement of any post-termination restrictions applicable to the employee.

Handling dismissals poorly can result in time-consuming and expensive litigation.

We discuss your commercial objectives in order to produce the best strategy to help you reach your desired outcome swiftly and cost effectively with minimum risk and disruption to the business. We can advise you on the steps open to you and help you to decide on the terms of any exit package. We can advise on obligations in respect of notice, holiday pay and other employee entitlements.

Advising on termination of employment will often involve advice on how to carry out effective procedures such as: disciplinary, performance management or redundancy processes, but sometimes these are best achieved by having a protected or ‘without prejudice’ conversation to see if mutual terms can be agreed. This normally requires the employee entering into a Settlement Agreement to record the terms and to give you, as the employer, peace of mind. The best approach to take will always be tailored to your specific circumstances.

If you would like a confidential chat to see how we can help you, please contact us.


Commercial and Employment Update

  • Posted

We recently circulated our Commercial and Employment Update containing the following articles and news: What you don't know can't hurt you? The employment tribunal thinks otherwise Why bother with a shareholders' agreement? Was...

Part-time working as an alternative to dismissal?

Emily Yeardley
  • Posted
  • Author

In Ali v Torrosian and others (t/a Bedford Hill Family Practice) UKEAT/0029/18 , the Employment Appeal Tribunal (EAT) considered whether the tribunal had fallen into an error of law by not considering whether the employer could have achieved its...