In these unprecedented times, Axiom Stone Solicitors will, in common with other businesses, be following the Government's official advice on social distancing and social isolating.

Public health measures must have the highest priority and, as a result, some staff will be working from home. Also, our offices will be closed to visitors.

However, we wish to reassure existing and potential clients that we will continue to provide the highest levels of service.

Please be assured we have a robust business continuity plan in place that is designed to minimise the impact on our service to you.

In addition, please continue to contact us electronically or by phone in relation to the progress of your matters or on any issues of concern to you.

Until further notice, service of claim forms, application notices and all other court documents and contractual notices must be made to our head office only (we shall not accept service through any other means). Our head office address is at Axiom Stone Solicitors, Axiom House, 1 Spring Villa Road, Edgware, Middlesex, HA8 7EB. We ask that all other correspondence be sent by email to the relevant member of Axiom Stone Solicitors. In the event that service of court documents or contractual notices is attempted by post, courier, DX, or fax to any address other than that of our Head Office, we cannot provide any assurance that they will be received or processed. We are grateful for your understanding at this time.

We will update this information regularly on our website (Please see COVID-19 Updates Here) and via social media.

Finally, we urge everybody to follow the official advice on fighting the virus outbreak so enabling you to stay safe and well.

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Settlement Agreements

One of the most common ways of ending an employment relationship is through a Settlement Agreement. This is a legally binding contract and contains agreed terms that can be negotiated.

Normally it is proposed by employers, but it can also be proposed by an employee  at any stage during employment. It will usually offer some form of payment to the employee plus a reference, in exchange for a waiver of the employee’s rights to bring a claim in an Employment Tribunal or the civil courts.

Although often used to resolve a workplace dispute, it can be used where either party wishes the employment to end on agreed terms.

For a Settlement Agreement to be valid, certain conditions must be satisfied:

  • The agreement must be in writing
  • The agreement must relate to a “particular complaint” or “particular proceedings”
  • The employee must have received legal advice from a relevant independent adviser on the terms and effect of the proposed agreement and its effect on the employees ability to pursue any rights before an Employment Tribunal or the civil courts
  • The independent adviser must have a current contract of insurance, or professional indemnity insurance, covering the risk of a claim against them by the employee in respect of the advice
  • The agreement must identify the adviser and state that the conditions regulating settlement agreements have been satisfied