When can I have a protected conversation?

A protected conversation often takes place when there is no existing dispute between employer and employee. Sometimes a protected conversation accompanies or precedes disciplinary or capability proceedings.

Can I discuss a protected conversation?

Can you initiate a protected conversation yourself? Although a protected conversation is usually initiated by the employer, an employee can also request one, provided that it is with a view to agreeing a settlement agreement. Ask your employer if they’re willing to have an off the record conversation.

What is a protected conversation without prejudice?

Overview. The concept of protected and without prejudice conversations is essentially the same, it allows communications between an employer/employee in certain circumstances to be protected by confidentiality and to not be admissible in any future dispute before a court or employment tribunal should this occur.

Is a protected conversation confidential?

A protected conversation take place when an employer and employee engage in confidential discussions which are kept ‘off the record. … The protection applies only if an employee brings ordinary unfair dismissal proceedings.

How do you approach a protected conversation?

With this in mind, we have outlined below our top 5 tips for holding a protected conversation:

  1. 1.Remember that the ‘conversation’ should be with a view to actually negotiating an exit. …
  2. Avoid “improper behaviour” …
  3. Consider the alternative. …
  4. Remember that the conversation is not always ‘protected’ …
  5. Seek legal advice beforehand.
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What happens after a protected conversation?

Following a protected conversation, the terms of departure should usually be recorded in a formal settlement agreement which is a legally binding contract between the employer and the exiting individual.

What is the purpose of a protected conversation?

Protected conversations were intended to make discussions leading to termination confidential and to prevent them being used as a ground for constructive dismissal.

Are conversations with HR Private?

Although HR professionals—unlike medical professionals, religious functionaries or attorneys—are not subject to any overarching legally mandated duty of confidentiality, they are required by laws regulating the workplace to ensure and maintain the confidentiality of some types of employee information.

Can an employee refuse a protected conversation?

Your employer must act ‘properly‘ when conducting a protected conversation. If they act improperly, for example by threatening you that unless you take what is being offered, then you will be dismissed; or by applying excessive pressure to ensure you accept their terms, then the conversation is no longer protected.

What should you do in case of unfair dismissal?

If you feel you have been unfairly dismissed by your employer, you should try appealing under your employer’s dismissal or disciplinary procedures. If this does not work, then you may be able to make an appeal to an Industrial Tribunal.

Can a settlement offer be withdrawn?

Yes, generally an employer can withdraw a settlement offer at any stage before a binding settlement agreement is signed by the parties.