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Settlement agreement check

Have your settlement agreement checked by an employment law jurist

Settlement agreement check

Employees call our law firm daily with the question of what to watch out for as an employee with a settlement agreement? Checking (and drafting) a settlement agreement (also called termination agreement) is daily fare for our employment law jurists. A frequently heard question is therefore:

"Help, my employer has offered me a settlement agreement.
What should I do???"

When an employee receives a settlement agreement, it is often thought that there is a dismissal that one can do nothing about. We gladly break with this (common) misconception based on the following facts: (1) signing a settlement agreement is not the same as getting dismissed AND (2) there is always a choice to sign or not? You can therefore never be faced with a fait accompli. Although employers often argue otherwise, there is always a choice and almost always a negotiating position. Consult an employment law jurist for this (for example, a jurist from our firm).

The choice to agree or not to a settlement agreement (and thus also the negotiating position) largely depends on the reason why you have been offered a settlement agreement? The ''why question'' is therefore one of the first questions a good jurist will ask you. The real reason that the settlement agreement has been given to you is therefore of crucial importance.

Have settlement agreement checked

Every employee is wise to have their settlement agreement legally checked by a knowledgeable employment law jurist. Every termination of an employment relationship is different and every settlement agreement is therefore custom-made. Especially given the fact that the consequences of signing a settlement agreement are significant, legal advice is necessary. This also applies when your employer (actually the counterparty), with whom you may have been working for years, states that everything is fine and that you can sign the settlement agreement with peace of mind. This for the simple reason that you (as employee) have a completely different interest than your employer. For that reason alone, it is advisable to seek legal advice and have your settlement agreement checked. Even if the employer means 100% well; a mistake is quickly made. Because a mistake in a settlement agreement, after the expiration of the reflection period, can no longer be repaired, this must be prevented. A good check of your settlement agreement is therefore really important.

Both jurists from Wolderwijd are specialized in checking settlement agreements. In addition, we find checking very challenging work. Truly, you can wake us up at night to check a settlement agreement. To showcase our expertise, we write a lot about settlement agreements.

On this website, you will find examples AND information that is important to include in a good settlement agreement. Note; this website is in no way a replacement for legal advice or having your settlement agreement checked. As already said, no case is standard and every settlement agreement check is custom-made. Our advice is therefore that both employer and employee should seek advice on their legal position.

Costs settlement agreement check

Read further on our website at your leisure and then contact one of our employment law jurists by phone (036 522 7007) or send an e-mail directly to have your termination agreement checked. As an employee, you need not worry about the costs. In 90% of all settlement agreement checks, the costs of our legal advice are reimbursed by the employer. If the costs (for whatever reason) are not reimbursed, we have an honest and fixed low employee rate of € 750,- excl. VAT. You will never have to pay more. We do this because we believe that good legal advice is REALLY necessary. Our motto is not for nothing: 'Because good legal assistance does not have to be expensive'.

So read further on this website and let yourself be convinced that you need to engage a real Wolderwijd Jurist to check your settlement agreement. If you have questions, we would like to hear from you (completely without obligation).

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