If you decide to take action, take it immediately, as there are strict deadlines for asserting the rights to unfair dismissal, as we explained in our guide on this subject. If the agreed termination date is some time after the signing of the transaction agreement, an employer may require a worker to sign a second contract shortly after the end of the employment to ensure that all potential claims that have been created since the first signing are also settled. This is commonly referred to as a confirmation certificate or agreement, as the employee is asked to reiterate his or her waiver of rights. There are a number of scenarios in which billing agreements are used. They generally apply where the employer does not want to go through a long and long process, for example. B of a performance review or a complete redundancy process before being able to lay off. If you already have problems with discrimination or have filed a complaint, the employer may circumvent the right to constructive dismissal and/or discrimination. Before presiding over two years of uninterrupted service, your employer is generally not required to follow a formal redundancy procedure. The threat of dismissal before the start of disciplinary proceedings if the transaction agreement is rejected is also inappropriate behaviour and is inconsiderate by a court. The probability is that you want to complain about this type of behaviour which, if not confirmed, can lead to your resignation and the requirement for constructive and unjustified dismissal. There are very few exceptions: some types of rights cannot even be enacted with a transaction contract.
The most common example is the assault that you are not aware of at the time of signing the contract. For example, an allegation about industrial diseases in which you were unknowingly exposed to asbestos in the workplace, the transaction contract would not prevent you from taking legal action against your employer if you discovered years later that you had developed asbestosis because of this exposure. To obtain an unjustified right to dismissal, you must prove that your employer acted unfairly in deciding to dismiss you. An approximate average payment with Monaco Solicitors for unfair termination Payment contract is more than three months` salary in the form of an ex gratia payment (exempt), plus termination payment (taxable). 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. It doesn`t matter if most of the claims mentioned don`t apply to you.