Unless the agreement is very clear, it will only regulate the procedures set out in the agreement. Any general wording (such as “for the complete and final settlement of all claims that the plaintiff may have against the defendant arising out of its employment relationship or termination”) will be deemed limited to the claims considered at that time. Therefore, in order to eliminate the risk of future claims, there should be a specific reference to possible future claims. Section 203 of the Employment Rights Act 1996, which generally prevents employees from leaving their statutory rights (such as the right to assert claims before the Labour Court), states that a settlement agreement is effective when an arbitrator has “taken action”. Legal authorities such as the tax office and the employment center, it may be advisable not to discuss the settlement with friends and especially with co-workers, as you may be asked to guarantee (promise) that you have not already discussed the terms of the settlement agreement with anyone if you have had to submit a confidentiality agreement, you need to make it clear: before signing a COT3 settlement agreement, it is important to seek legal advice as much as possible in order to consider the merits of a legal claim and the possible level of settlement. In many cases, a COT3 settlement agreement will be relatively short and simple, although you should always seek the advice of a legal expert if you are unsure of the nature and effect of the proposed terms. Since a COT3 agreement prevents an employee from making or suing certain claims before the Labour Court, form COT3 must always indicate the nature of the claim(s) as well as the amount to be paid to settle the dispute, including a time limit within which this agreed amount must be paid. Form COT3 is used as part of the ACAS early arbitration process to describe the terms of the settlement agreement between an employer and an employee. The COT3 agreement is legally binding on both parties. If it does not meet all these conditions, it is not valid and you are not obliged to comply with it (even if your employer does). This means that you can always take legal action before the Labour Court. .