How much money should I get?
There are lots of factors which will affect how much you get, but broadly they can be broken down into internal factors, which apply to the strength of your claim itself, and external factors, which relate to your and your employer’s circumstances. The internal factors are the academic kind that an Employment Judge would decide your case on. External factors are the practical kind that determine how easy it would be to settle out of court. If you want to get a quick idea of how much you should get, and find out if we can help you get this amount, try the Compromise Calculator.
Internal factors
- Witnesses – do you have any?
- Evidence – have you got any? Maybe some emails?
- Income – the more you earn, the more they need to pay
- Length of service – this applies more in redundancy situations
- Mistreatment – how bad was/is it?
External factors
- Representation – do you have any?
- Psychology – can you keep calm under pressure and make the right noises?
- Employer – do they have lots of money?
- Determination – does your employer think you could take it to tribunal?
- Tax status – can you restructure the deal to save both sides money?
If you are reading this page the chances are that you have either received an offer of settlement by way of a compromise agreement, or you have done some research and decided to go about obtaining a compromise agreement. Either way, it is relatively rare to come across compromise agreements, and when you do, it is important that you get it right. You can congratulate yourself on having the intelligence, bravery and foresight of getting this far, because many employees simply grab the money and run (or just plain run) when the going gets tough.
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Your compromise agreement deal must see you through a potentially lean few months after your employment has ended, so you need to get a decent amount for the minimum stress, without risking coming away with nothing at all. You may have been through quite a gruelling battle with your employer already, so when it comes to sealing the deal you want to get closure on all other aspects of the dispute, as well as the money.
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If you are being made redundant as part of a large swathe of redundancies, the compromise agreement amount will be different to the scenario where you are being fired or embroiled in a dispute. In redundancy situations, you may find that the selection procedure is faulty, or that it is not a genuine redundancy. You can read more on redundancy here.
If you are in a dispute, every situation is different. Either way you will benefit from some bespoke specialist advice, which we can provide for the best cases. Find out how this works on our Representation page. If you’d like to send us a message then the box in the bottom right of this page is quick and easy and we will respond within hours.
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A good tactic is to have your representative help you write all your emails. That way the employer will sense that you have back-up, and will therefore think that you re more likely to raise hell and take them all the way to tribunal. This is one of their pressure points - they do not want the cost and management time of going to court.
It is simple to start tribunal proceedings and then drop them later if unsuccessful; unlike normal civil courts, tribunals don t charge for issuing a claim, and you don’t have to pay the other side’s legal costs.
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Armed with some tailored advice, you will not only know which moves to make and which moves to not even think about, but your employer will suddenly sit up and take notice. Have a look at our Testimonials to see how others in your situation were helped on their journey.
If you want to discuss how much money you should get, or any other compromise agreement query, email us on info@compromiseagree.com, call us 0800 533 5134 or send a message in the box to the right.
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