Yes, they are. The name changed in July 2013 but they are effectively the same.

Settlement agreements are legally binding agreements which are used to formalise a full and final settlement between an employer and an employee. The consequences of an employee signing a settlement agreement will be that they are then prevented from bringing or pursuing a claim before an Employment Tribunal or any claim in the future.

Settlement agreements are useful tools for an employer to terminate an employee’s employment without worrying about having to face a future claim. They are often used where the employer and/or employee agree a termination in exchange for a termination payment or some other benefit to be given to the employee, eg a reference.

Settlement agreements must comply with a number of conditions. Most importantly settlement agreements must be in writing and the employee must have received independent legal advice as to the implications of the proposed agreement and the effect the agreement will have on an employee’s ability to pursue their rights before an Employment Tribunal.

There are many things to consider when seeking advice on a settlement agreement, but some of the most frequent issues which require consideration are listed below:

• Tax implications of the termination payment
• Provision of a reference
• Cost contribution to the independent advice
• A reminder of existing restrictive covenants and confidentiality clauses and provision for any new clauses
• Provision for resignation from the office of Director
• Tax indemnity
• Exemption for future personal injury and accrued pension right claims

We can help you negotiate and draft a settlement agreement if you are an employer or if you are an employee advise you on the consequences of signing a settlement agreement.