Once the dismissal debate has taken place, the employer has shown its hand, which could mean that it has reached a point where it has no backtracking with that employee, potentially making a possible agreement more urgent and expensive. For example, the failure of the dismissal discussion, followed by a benefit management procedure, could expose an employer to an allegation that the employer had already decided to dismiss, that the procedure that followed was a sham and that, therefore, the resulting dismissal was unfair. However, there are ways to conduct a stop discussion to minimize these risks or, at the very least, reduce them to an acceptable level if the risk-benefit analysis is taken into account. Specific questions in the tax treatment of dismissals may arise in relation to: threat of termination before any form of disciplinary proceedings have commenced if the transaction contract is refused, also constitutes inappropriate behaviour and will be irrevocable to a court. It is likely that a worker wishes to file a complaint about this type of behaviour which, if not confirmed, may lead to the worker resigning and requesting constructive and unjustified dismissal. There are parts of the settlement agreement that I don`t understand or can`t respect – is that important? In the employment context, the prejudice-free regime can only have limited use, as it would often be advantageous to have a debate on dismissal at a time when a real dispute does not arise, for example. B to allow the employer and worker to share their problems and explore options. To address this problem, the government introduced a new legal framework for “protected interviews” in 2013, which makes it easier for employers to enter into redundancy negotiations and to submit settlement offers that pose less risk of these discussions being allowed as evidence against the employer in subsequent wrongful dismissal proceedings. I have been offered a transaction contract – do I have to accept it? Most transaction agreements must cover all kinds of rights you can claim against your employer. This means that you are waiving your rights to assert personal injury rights and rights.