Maintaining continuity in the workforce is usually preferable, but there may come a time when it is clear that the needs of the business would be better served by the departure of a particular employee. With the yearly increase in the maximum of compensation which can be recovered in the Employment Tribunal, there is more incentive these days for the aggrieved employee to claim unfair dismissal against his former employer. Advice taken at an early stage on a situation involving a particular employee can minimise the chances of a later claim. A properly drafted statutory compromise agreement is an effective way of ensuring that you are protected against a potential claim, when the exit of an employee is difficult to manage.