{"id":1016,"date":"2016-07-04T09:08:32","date_gmt":"2016-07-04T09:08:32","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=1016"},"modified":"2016-07-04T09:08:32","modified_gmt":"2016-07-04T09:08:32","slug":"protected-protected-conversations","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/protected-protected-conversations\/","title":{"rendered":"How protected are protected conversations?"},"content":{"rendered":"<p><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-medium wp-image-1295\" src=\"https:\/\/www.tayloremmet.co.uk\/blogsite\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-150x150.jpg 150w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg 400w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>We now have an interesting case on how the Tribunals should approach &#8220;protected conversations&#8221; under section 111A of the Employment Rights Act 1996, and how this might differ from the traditional approach to without prejudice discussions. Since 29 July 2013 s.111A has rendered evidence of pre-termination negotiations inadmissible in unfair dismissal claims.<\/p>\n<p>In <span style=\"text-decoration: underline;\"><em>Faithorn Farrell Timms LLP v Bailey<\/em><\/span>, the Employment Appeal Tribunal (EAT) held that it is not just the content of protected conversations which is inadmissible in a claim but also the fact that the conversation has taken place at all. The EAT also found that protected conversations cannot be waived.<\/p>\n<p>In this case the Claimant was employed as office secretary from March 2009 until she resigned on 26 February 2015. Before she left she initiated discussions about a settlement agreement and \u00a0\u2018without prejudice\u2019 correspondence followed in which the parties discussed settlement terms, among other things. However, as sometimes happens, the Claimant then sent a letter raising a grievance in which she referred to the previous discussions in open correspondence. When the employer replied in a further &#8220;without prejudice&#8221; letter, the Claimant responded to say that she did not accept that the discussion was protected. She then went on to bring claims of unfair constructive dismissal and sex discrimination and referred to the settlement discussions in her particulars of claim. \u00a0The question of admissibility was raised at the tribunal hearing and both parties ended up appealed to the EAT on different issues.<\/p>\n<p>The EAT found that the mere fact that there have been protected conversations is inadmissible and so a Claimant cannot rely on the existence of such negotiations in support of an unfair dismissal claim. In addition, the EAT went on to hold that s.111A renders inadmissible not simply the relevant discussions between employer and employee but also discussions within the employer, such as between different managers or between a manager and an HR adviser. The EAT recognised that it is common for discussions to be reported back to higher management or HR and it would run contrary to the purpose of s.111A if evidence of those reports were admissible.<\/p>\n<p>The EAT also held that the parties cannot agree to the admission of evidence that would otherwise be inadmissible under s.111A.\u00a0In this respect protected conversations are different to the\u00a0without prejudice rules which establish that without prejudice privilege can be waived. However, the Employment Rights Act 1996 says that protected conversations are not protected where there has been &#8220;improper behaviour&#8221;. The EAT suggested that tribunals should have a significant degree of flexibility in how they approach the question of what amounts to such behaviour.<\/p>\n<p>The EAT remitted various technical matters to the tribunal to re-consider.<\/p>\n<p>This is a useful case for employers but raises some interesting practical issues. It is sometimes the case that a grievance or disciplinary process is informally put on hold whilst protected conversations take place. If negotiations break down and the procedure is resumed then how do the parties (or the employer defending itself from allegations of delay) explain why nothing happened for a month or so, without being able to refer even to the fact of protected conversations? \u00a0Is some short open letter required, perhaps with cryptic a references an agreed pause in proceedings?<\/p>\n<p>It is not uncommon for an employee who is not receiving the kind of financial offer they hoped for to try to start referring to the fact or content of protected conversations in a grievance. This case appears to slam the door on that tactic.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>We now have an interesting case on how the Tribunals should approach &#8220;protected conversations&#8221; under section 111A of the Employment Rights Act 1996, and how this might differ from the traditional approach to without prejudice discussions. Since 29 July 2013 s.111A has rendered evidence of pre-termination negotiations inadmissible in unfair [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1295,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[7,54,18,165,22,166],"class_list":["post-1016","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised","tag-employment-law","tag-employment-tribunal","tag-hr","tag-protected-conversations","tag-settlement-agreement","tag-without-prejudice"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How protected are protected conversations? | Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/protected-protected-conversations\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How protected are protected conversations? | Blogs\" \/>\n<meta property=\"og:description\" content=\"We now have an interesting case on how the Tribunals should approach &#8220;protected conversations&#8221; under section 111A of the Employment Rights Act 1996, and how this might differ from the traditional approach to without prejudice discussions. 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