Common use of Compromise Agreement Clause in Contracts

Compromise Agreement. 8.1 It is agreed that the Employee’s acceptance of the terms of this Agreement constitutes a compromise agreement and a qualifying compromise contract (as applicable) satisfying all of the conditions relating to compromise agreements and/or qualifying compromise contracts under S.203(3) Employment Rights Xxx 0000, S.147 Equality Xxx 0000, S.77(4A) Sex Discrimination Xxx 0000, S.72(4A) Race Relations Xxx 0000, Schedule 3A, paragraph 2(2) Disability Discrimination Xxx 0000, S.288(2B) Trade Union and Labour Relations (Consolidation) Xxx 0000, S.49(4) National Minimum Wage Xxx 0000, Regulation 35(3) Working Time Regulations 1998, Regulation 41 (4) of the Transnational Information and Consultation of Employees Regulations 1999, Schedule 4, paragraph 2(2) Employment Equality (Religion or Belief) Regulations 2003, Schedule 4, paragraph 2(2) Employment Equality (Sexual Orientation) Regulations 2003, Regulation 40(4) of the Information and Consultation of Employees Regulations 2004, Paragraph 13 of the Schedule to the Occupational and Personal Pension Schemes (Consultation by Employers and Miscellaneous Amendment) Regulations 2006 and Schedule 5, Part 1, paragraph 2(2) of the Employment Equality (Age) Regulations 2006.

Compromise Agreement. 8.1 7.1 It is agreed that the Employee’s acceptance of the terms of this Agreement constitutes a compromise agreement and a qualifying compromise contract (as applicable) satisfying all of the conditions relating to compromise agreements and/or qualifying compromise contracts under S.203(3) Employment Rights Xxx 0000, S.147 Equality Xxx 0000, S.77(4A) Sex Discrimination Xxx 0000, S.72(4A) Race Relations Xxx 0000, Schedule 3A, paragraph 2(2) Disability Discrimination Xxx 0000, S.288(2B) Trade Union and Labour Relations (Consolidation) Xxx 0000, S.49(4) National Minimum Wage Xxx 0000, Regulation 35(3) Working Time Regulations 1998, Regulation 41 (4) of the Transnational Information and Consultation of Employees Regulations 1999, Schedule 4, paragraph 2(2) Employment Equality (Religion or Belief) Regulations 2003, Schedule 4, paragraph 2(2) Employment Equality (Sexual Orientation) Regulations 2003, Regulation 40(4) of the Information and Consultation of Employees Regulations 2004, Paragraph 13 of the Schedule to the Occupational and Personal Pension Schemes (Consultation by Employers and Miscellaneous Amendment) Regulations 2006 and Schedule 5, Part 1, paragraph 2(2) of the Employment Equality (Age) Regulations 2006.

Compromise Agreement. 8.1 1. It is agreed that the Employee’s 's acceptance of the terms of this Agreement constitutes a compromise agreement and a qualifying compromise contract (as applicable) satisfying all of the conditions relating to compromise agreements and/or qualifying compromise contracts under S.203(3) Employment Rights Xxx 0000, S.147 Equality Xxx 0000, S.77(4A) Sex Discrimination Xxx 0000, S.87 Sex Discrimination Ordinance of Hong Kong, S.72(4A) Race Relations Xxx 0000, S.81 of the Race Discrimination Ordinance of Hong Kong, S.65 of the Family Status Discrimination Ordinance of Hong Kong; Schedule 3A, paragraph 2(2) Disability Discrimination Xxx 0000, S.83 of the Disability Discrimination Ordinance of Hong Kong, S.288(2B) Trade Union and Labour Relations (Consolidation) Xxx 0000, S.49(4) National Minimum Wage Xxx 0000, Regulation 35(3) Working Time Regulations 1998, Regulation 41 (441(4) of the Transnational Information and Consultation of Employees Regulations 1999, Schedule 4, paragraph 2(2) Employment Equality (Religion or Belief) Regulations 2003, Schedule 4, paragraph 2(2) Employment Equality (Sexual Orientation) Regulations 2003, Regulation 40(4) of the Information and Consultation of Employees Regulations 2004, Paragraph 13 of the Schedule to the Occupational and Personal Pension Schemes (Consultation by Employers and Miscellaneous Amendment) Regulations 2006 and Schedule 5, Part 1, paragraph 2(2) of the Employment Equality (Age) Regulations 2006.

Compromise Agreement. 8.1 It is agreed (a) The parties intend that the Employee’s acceptance of the terms of this Agreement constitutes a compromise agreement and a qualifying compromise contract (as applicable) satisfying all of the conditions relating to compromise agreements and/or qualifying compromise contracts under S.203(3) Employment Rights Xxx 0000, S.147 the following UK legislation have been satisfied by this Agreement: section 147 of the Equality Xxx 0000, S.77(4Asection 77(4A) of the Sex Discrimination Xxx 0000Act 1975 (in relation to claims under that Act and the Equal Pay Act 1970), S.72(4Asection 72(4A) of the Race Relations Xxx 0000, paragraph 2 of Schedule 3A, paragraph 2(2) 3A to the Disability Discrimination Xxx 0000, S.288(2Bparagraph 2(2) of Schedule 4 to the Employment Equality (Sexual Orientation) Regulations 2003, paragraph 2(2) of Schedule 4 to the Employment Equality (Religion or Belief) Regulations 2003, paragraph 2(2) of Schedule 5 to the Employment Equality (Age) Regulations 2006, section 288(2B) of the Trade Union and Labour Relations (Consolidation) Xxx 0000, S.49(4section 203(3) of the Employment Rights Xxx 0000, regulation 35(3) of the Working Time Regulations 1998, section 49(4) of the National Minimum Wage Xxx 0000, Regulation 35(3) Working Time Regulations 1998, Regulation 41 (4regulation 41(4) of the Transnational Information and Consultation of Employees etc. Regulations 1999, Schedule 4, paragraph 2(2) Employment Equality regulation 9 of the Part-Time Workers (Religion or BeliefPrevention of Less Favourable Treatment) Regulations 20032000, Schedule 4, paragraph 2(2) Employment Equality regulation 10 of the Fixed-Term Executives (Sexual OrientationPrevention of Less Favourable Treatment) Regulations 20032002, Regulation regulation 40(4) of the Information and Consultation of Employees Executives Regulations 2004, Paragraph 13 2004 and paragraph 12 of the Schedule to the Occupational and Personal Pension Schemes (Consultation by Employers and Miscellaneous Amendment) Regulations 2006 and Schedule 5, Part 1, paragraph 2(2) of the Employment Equality (Age) Regulations 2006.