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Employers need to avoid post-exit bad-mouthing, spurious reasons for leaving, and poor handovers. There are a number of practical issues which employers need to consider when planning and implementing an executive’s removal from an organisation. The employer may wish to proceed with a negotiated severance arrangement where there are no good grounds to make a fair dismissal on grounds of redundancy, misconduct or for some other reason. It may also be helpful to an employer to have the other protections which a settlement agreement can provide (for example, waiving the employee’s right to make specific tribunal claims).
This article was first published by CIPD in September 2015.
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