No.
A compromise agreement is a contract by which the employer and the employee put an end to a dispute that has arisen, or prevent a dispute yet to arise, by abandoning some of their rights or by making reciprocal commitments.
The scope of a compromise agreement is limited to the elements it mentions. It is not concluded for the sole benefit of the employee.
A receipt in full and final settlement has a discharging effect for the employer for all the elements of wages that it covers. The legal effects of a receipt in full and final settlement are however limited in so far as it does not put an end to a dispute and it can be revoked by the employee.
The authority of a compromise agreement is greater than that of a receipt in full and final settlement since it operates as law between the parties, without the possibility of revocation.
To put an end to a dispute, the conclusion of a compromise agreement is advised.
A compromise agreement presupposes reciprocal concessions, while a receipt in full and final settlement does not in itself imply the abandonment by the interested parties of some of their claims.
A receipt in full and final settlement does not eliminate the possibility of a compromise agreement being reached between the employer and the employee.
Indeed, to establish a final settlement of their accounts, the parties may agree on the terms of a compromise agreement having immediate and definitive effect.
Owing to the extinguishing effect of a compromise agreement in relation to the disputes in question, the parties can no longer bring those matters before a Court.
The parties can only take legal action to compel the other party to respect the terms decided upon in the compromise agreement.