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.

 

Settlement Agreements for furloughed / redundant employees

Emily Yeardley
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  • Author

With all the uncertainty caused by COVID-19 and increasing unemployment rates, being told that your employment is ending will undoubtedly be a distressing and worrying time. Some employers are offering Settlement Agreements (a legally binding agreeing...

Statutory redundancy payments for furloughed employees

Emily Yeardley
  • Posted
  • Author

Statutory redundancy payments (what the law says an employee is entitled to be paid if they have been continuously employed for 2 years and are made redundant) are calculated based on an employee’s length of service, their age and a...