Start with your basic contractual and legal rights, then evaluate what your employer still offers in exchange for signing a transaction contract. Tip: If the employer pays the termination payment without deduction for taxes and national insurance because the termination is served and full, make sure you have a letter/email duly sent. However, as a general rule, if you sign a transaction agreement, you should consider that it is a feature of everything that has happened between you and your employer and that you cannot assert rights against them. A long-term illness is a strong indicator of the need to hinder a worker within the meaning of the Equal Opportunity Act. In fact, today, a number of very common diseases are considered to be disabilities such as cancer and multiple sclerosis at the time of diagnosis. Otherwise, the definition refers to the ability to perform normal daily activities. If the effects of a worker`s illness are significant and unfavourable and persist or last for at least one year, it would be a disability within the meaning of the Equality Act. To avoid possible rights, employers should always seek medical advice for long-term illnesses – not only to decide if someone is disabled, but also if there are adjustments that would allow them to continue working. With the introduction of the government`s new Fit for Work service, which will provide both public health assessments and free health and work advice, there is simply no excuse for not doing so. There is no general right to a reference, good or indifferent. However, some regulated sectors are required to make a reference to an employer. As a general rule, an employer will accept a clause in the tally that states that the employer, at the request of a potential employer, refers in the form attached to the transaction contract.
Think about the motivations and fears of the opponent. Your employer may be concerned about the cost of defending litigation or bad publicity. They might try not to have a reputation for paying people. If so, your lawyer may propose changes to the agreement to give your employer an additional guarantee that the agreement will be kept confidential. Consider the nature and nature of the disease – be careful with the conditions covered by the Equality Act – The prospect of the worker returning to work and the likelihood that the illness will be repeated – The need for someone to do this work and the consequences for the rest of the team – Disruptions in the company – Does the worker recognize that his or her job could be terminated? What is the employee`s working time – How was it similar before – is there a consistent approach? If your employer, principal or principal offers you a transaction contract, seek immediate advice from the union. You will find the coordinates at the end of this guide. The alternative is to make a reasonable counter-offer, with a space between the two positions, to allow for further compromises.