Building trust is one of the best ways to make sure you both respect what has been agreed. Trust is born when people see that actions are in line with words. A good way to reconcile actions with words is to promise only what you can provide in an agreement. However, settlement is not the best choice for all disputes. Their case may not be likely to lead to an agreement if one of the following points is true: it is good practice for the employer to indicate that concordat negotiations in a procedure are likely to be prohibited and that they have no influence on subsequent benefit management or discipline procedures. However, in practice, it is often very difficult to restore the situation and maintain the employment relationship as usual if no agreement is actually reached. Maybe you can agree on some issues, but not all in the dispute. If so, you have obtained a „sub-regime“. This is always helpful because it means that the judge has fewer issues to decide at trial. The worker may be subject to a draft settlement agreement (described as „without prejudice and subject to a contract“) and be asked to be advised within a relatively short period of time and to resign from the employer. Although this is a draconian and risky move, employers sometimes dismiss workers with immediate effect (or with payment instead of notice) while giving them a draft settlement agreement with a deadline within which they can respond. .