If you are negotiating a transaction agreement with your employer, it is important to understand the tax rules that apply to each payment you may receive. The good news is that for a settlement agreement to be mandatory, you need to get legal advice that your employer normally pays for, and your lawyer should detect such errors. You should discuss this with your employer before accepting an advisor to confirm if and to what extent they will pay your legal fees in relation to the settlement agreement. Where the payment relates to a violation of the feeling of discrimination and the payment is not related to the termination of the employment relationship (i.e.: With regard to the events leading to the termination, it can normally be paid tax-free. However, payments in the event of emotional damage under a settlement agreement are taxable, since the discrimination and the resulting compensation are paid in connection with the termination of the employment relationship. It is customary for a settlement agreement to be concluded shortly before or after the termination of an employee`s employment contract. These agreements are sometimes used when redundancies are made, but they can be used in a number of situations. Often, your total payment consists of several different payments. Some of them may be ex-gratia, others may not. Typically, settlement agreements are used when the employment relationship ends, and the basic rule is that the first £30,000 can be paid tax-free. These legal fees are not charged to the £30,000 exemption if the fees are exclusively related to the termination of your employment relationship and are paid directly to the advisor. For example, if you have agreed with your boss on an ex gratia termination payment and the agreement goes with a portion of the amount allocated to a payment instead of the termination, you will be unnecessarily taxed on that part.

. . .