The main change that employers should consider is that they will be able to have confidential discussions with workers about the termination of their employment relationship, even if there is no dispute between the parties. This means that workers cannot, as evidence, refer these discussions to unfair dismissal (except in cases of inappropriate behaviour). So far, the “no bias” rule would not cover such situations, which would broaden the scope of confidentiality. ACAS has included information on this in its guidelines on transaction agreements and has also published a separate code of conduct for transaction agreements, which will be useful to employers. “Your employer will usually pay for independent legal advice. There are restrictions for the types of claims that can be settled by an ACAS agreement. There may be a negotiation process in which both parties can present proposals and counter-proposals until an agreement is reached or both parties decide that no agreement can be reached.. . .