#settlement agreements

When can a court refuse to refer parties to arbitration on the ground that there is no live dispute? The answer, in most cases, is: rarely. The law strongly favours referral. But a recent decision of the Supreme Court of India in NTPC Ltd. v. SPML Infra Ltd., decided on April 10, 2023, demonstrates that there are situations where a referral court must exercise the limited scrutiny available to it to prevent manifestly dishonest and afterthought litigation from being carried through the doors of an arbitral tribunal.

The Background

SPML Infra Ltd. had been awarded a contract by NTPC Ltd. for installation services at the Simhadri Super Thermal Power Project. The work was completed, a Completion Certificate was issued, SPML furnished a No-Demand Certificate, and the final payment was released. NTPC, however, withheld the Bank Guarantees on the ground of pending liabilities in relation to other projects.

Aggrieved, SPML filed a Writ Petition before the Delhi High Court seeking the return of the Bank Guarantees. The High Court, while issuing notice, directed NTPC not to invoke the guarantees and directed SPML to keep them alive. During the pendency of this Writ Petition, negotiations took place and the parties entered into a Settlement Agreement dated May 27, 2020. Under this agreement, NTPC undertook to return the Bank Guarantees, SPML undertook to withdraw the pending Writ Petition, and SPML also expressly undertook not to initiate any further proceedings of any nature, including arbitration, in relation to the contract in question. The agreement also recorded that all payments had been received and that the contract stood closed.

NTPC returned the Bank Guarantees on June 30, 2020. SPML withdrew the Writ Petition on September 21, 2020. Less than three weeks after the withdrawal, SPML filed a petition under Section 11(6) of the Arbitration and Conciliation Act, 1996 before the Delhi High Court, alleging that the Settlement Agreement had been executed under coercion and economic duress owing to the retention of the Bank Guarantees, and claiming a sum of Rs. 72,01,53,899 from NTPC. The High Court allowed the petition and appointed an arbitrator. NTPC appealed.

The Law: The Eye of the Needle

The Supreme Court undertook a detailed survey of the law governing the pre-referral jurisdiction of courts under Section 11(6) of the Act. Tracing the evolution from National Insurance Co. Ltd. v. Boghara Polyfab through the 2015 Amendment inserting Section 11(6A), and through the landmark decisions in Mayavati Trading (P) Ltd. v. Pradyuat Deb Burman and Vidya Drolia and Ors. v. Durga Trading Corporation, the Court restated the settled position with clarity.

The pre-referral jurisdiction is deliberately narrow. It involves two inquiries: a primary inquiry into the existence and validity of the arbitration agreement, and a secondary inquiry that may arise in exceptional cases regarding the non-arbitrability of the dispute. As a general rule, the arbitral tribunal is the preferred first authority to determine all questions of non-arbitrability. Courts should refer parties to arbitration in all but the most clear-cut cases. However, this general rule has an exception: where the claim is manifestly and ex facie non-arbitrable, where the litigation is ex facie meritless, frivolous and dishonest, courts may and must exercise the limited scrutiny available to them.

The standard was described by the Court as looking through the 'eye of the needle'. The prima facie scrutiny must be confined, summary, and not a mini-trial. But it must also be genuine. If the court becomes too reluctant to intervene, it risks allowing the arbitration process itself to be weaponised as a tool of harassment. At the same time, even the slightest doubt on arbitrability must resolve in favour of referral.

What the Court Decided

A Bench of Chief Justice D.Y. Chandrachud and Justice P.S. Narasimha set aside the High Court's order appointing an arbitrator and dismissed SPML's Section 11(6) application.

The Court found, on a narration of the bare facts, that the allegation of coercion and economic duress was not bona fide. The critical observations were these. First, the Settlement Agreement was entered into during the pendency of the Writ Petition and while SPML had full protection of an interim order. The High Court had already restrained NTPC from invoking the Bank Guarantees. SPML was not in a position of helplessness when it signed the Settlement Agreement. Second, there was no mention of the claim of Rs. 72 crore in the body or the prayer of the Writ Petition, despite the claim allegedly having arisen months earlier. Third, SPML fully complied with and reaped the benefits of the Settlement Agreement by receiving the Bank Guarantees before issuing its letter of repudiation. Fourth, the Writ Petition was withdrawn, and only thereafter was the arbitration petition filed.

This sequence of events, the Court held, plainly indicated that the plea of coercion was an afterthought designed to wriggle out of a settlement agreement freely entered into under the protection of court proceedings. There was no vestige of a bona fide dispute remaining. The High Court had acted mechanically in referring the matter to arbitration without applying even a primary scrutiny to the facts.

What This Means in Practice

The ruling carries a clear message for parties who attempt to invoke arbitration after voluntarily settling disputes and extracting full benefit from the settlement. A settlement agreement that is comprehensive, acted upon, and executed under the protection of court proceedings will receive serious weight at the pre-referral stage. Claims of coercion and economic duress that surface only after the benefits of the settlement have been obtained will be looked upon with considerable scepticism.

For institutional dispute resolution platforms and ODR practitioners, the ruling reinforces that mediated or negotiated settlements, once acted upon, carry real legal weight. Parties cannot use arbitration as a reset button to relitigate disputes they have already put to rest. Courts are expected to screen such attempts, even if that scrutiny is limited, rather than rubber-stamp every Section 11 application placed before them.

The BBC reported on 1 July 2020 that employers had announced over 12,000 coronavirus redundancies. Redundancies driven by a coronavirus downturn in business are fraught with legal danger.

Recently, the Equality and Human Rights Commission published advice for employers about coronavirus redundancies resulting from the withdrawal of the government’s salary subsidy scheme.

Government’s coronavirus advice

Government employment law advice states that a redundancy happens when there is no need for an organization to retain a particular job. This can happen because a business: changes what it does, does things differently, or changes location or closes down a workplace. Yet, redundancy done incorrectly turns into an unlawful unfair dismissal. Employers have to demonstrate that the job will no longer exist. Employment lawyers advise that employee rights include: redundancy pay, time off to look for jobs or training, and not to be unfairly selected for redundancy.

The Equality and Human Rights Commission (EHRC) wants redundancies that do not breach the Equality Act and decisions based on business need rather than prejudice. EHRC warns against prejudice based on ‘protected characteristics’, which are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

The EHRC also warns employers of decisions that appear to be common sense but are actually discriminatory. Direct discrimination happens, for example, if an employer decides male employees can work from home but women cannot because they could be distracted by their children. It would also be discriminatory if an employer decides not to recruit black people or people over 60 because they are more vulnerable than others to coronavirus.

Coronavirus and individual needs

EHRC recommends that employers should take into account individual needs when making decisions about coronavirus redundancies. This would include decisions about:

• setting up home working stations

• risk assessments for groups particularly affected by  coronavirus such as racial minorities, and pregnant women

• expanding flexible working to accommodate employees with childcare responsibilities.

Employers need to be aware of employment law when applying a rule to address coronavirus that also disproportionately affects people with protected characteristics. This could be indirect discrimination under the Equality Act, for example older or ethnic minority workers.

So, if an employer requires all employees to work on the frontline with customers or carry out key worker roles, this may impact on groups that need self-isolation because they are vulnerable.

Another problem may be deciding to make redundant those people with the lowest sales figures over the past two years may be unfair to women who have been on maternity leave. Employers should consider when taking over rooms to enable social distancing whether those rooms are used for religious observance. Such rooms should only be requisitioned if there is no other option.

Sharma solicitors - Employment Solicitors London

A settlement agreement is a full and final settlement of a dispute that will be accepted by a court. It means that an employee has agreed not to pursue a legal claim against the employer in return for some kind of benefit.

Sharma Solicitors is a boutique, young legal firm specializing in all things about employment law. That’s it. Nothing else.

As employment solicitors in London, we provide legal advice and representation across all areas of employment law.

Paul Sharma is head of the firm. All matters will be either undertaken by or under the close supervision of Paul Sharma. Paul is a University College London law graduate and a Grade A solicitor (over eight years post qualification experience).

Our employment solicitors can advise to Employers and Employees such as

Settlement agreements

Unfair dismissal

Constructive dismissal

Redundancies

Discrimination

Holidays and Holiday pay

Wages claim

Public Information Disclosure

Tribunal claims

We act for employees to lodge all these claims and we act for employers to defend all these claims.