Employment disputes do not always have to end in litigation.
In many cases, a well-negotiated settlement agreement offers a more efficient, discreet, and commercially sensible resolution.
From an employer’s perspective, the decision to settle is often driven by practical considerations, such as litigation costs, reputational exposure, management time, and the risk of disclosing confidential or sensitive company information in open court.
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To navigate this process effectively, there are several key issues to take into consideration.
