Check the ethical obligations for transaction negotiations, which are listed in the following sections: The core of a settlement agreement is that the employee receives a payment in compensation for the termination of his employment and the worker renounces in return his right to assert a right to work in a court or tribunal. However, employees need to be fully informed of what they are giving up to make the deal fair. An employer could, as part of a settlement agreement, make a seemingly attractive offer (for example. B GBP 10,000), but if the worker has a watertight right worth more than GBP 50,000, it is absolutely not in his interest to sign the contract. Traditional contractual defences apply to concordation agreements, which must be taken into account when negotiating and designing the agreement. In the future, excessively strong negotiating tactics could serve as evidence of coercion that would render the agreement unenforceable against the aggrieved party. If a party insures a transaction only through fraud or coercion, this comparison is not applicable. If the deal is too one-sided, it could be seen as ruthless. It is also important to consider the extent to which rights may be conferred on third parties in a settlement agreement (e.g. .B.
under the Contracts (Rights of Third Parties) Act 1999 under English law or Section 252 of the Civil Code of the United Arab Emirates). When settled with one of the defendants or potential defendants, it is important to expressly reserve the right to assert claims against other or potential defendants. Prepare for a transaction from the beginning of the case.