Want to talk to an expert employment law solicitor?

You'll receive a callback from a specialist within an hour

In this article Redmans employment law solicitor Chris Hadrill examines the circumstances in which without prejudice settlement negotiations can be admissible as evidence in Employment Tribunal proceedings.

The ‘without prejudice’ rule generally prevents oral or written statements made in a genuine attempt to settle an existing dispute from being put before a court or tribunal as evidence of an admission adverse to the interests of the party that made the statement. It is a well-established (and useful) rule that operates in practice to allow parties to be full and frank in correspondence about factual and/or legal matters, with the principal aim of encouraging informed settlement of disputes. However, there are some circumstances in which there is an exception to this rule and communications which would otherwise be protected under without prejudice privilege can be rendered admissible in legal proceedings. These exceptions apply in the following circumstances:

  1. Where there is not yet a dispute between the parties
  2. Where all parties agree to waive privilege
  3. Where there is ‘unambiguous impropriety’ by one or more parties

We’ll address these exceptions in their relevant order below (please note that these examples are not exhaustive)

Lack of a dispute

The without prejudice rule will not apply where the parties are not yet in dispute, or where the parties are in dispute but the correspondence or discussions merely set out the parties’ respective positions in that dispute or criticise the other party’s position.

Waiver of privilege

It is possible for parties to waive privilege in relation to without prejudice correspondence or negotiations, but only when both (or all) parties to such correspondence expressly and unequivocally waive privilege. Examples of such waivers include the cases of:

  • Brunel University and another v Vaseghi and another [2007] EWCA Civ 482 – the Court of Appeal held that the parties had waived privilege with regards to some without prejudice communications which were considered as part of an employee’s grievance as the employer had attached a copy of the grievance report referring to such communications to its ET3
  • Somatra Ltd v Sinclair Roche & Temperley [2000] EWCA Civ 229 – the Court of Appeal held that parties can jointly agree to waive privilege but, where the parties do so, any communication waived will be be admissible in its entirety, including any admissions made in it

Unambiguous impropriety

The without prejudice rule must not be used as a cloak for perjury, blackmail or other ‘unambiguous impropriety’ (Unilever v Procter & Gamble Company [2000] 1 WLR 2436). In the leading case of BNP Paribas v Mezzotero [2004] IRLR 508 it was suggested that unambiguous evidence of discrimination in without prejudice communications may also lead such communications to having its protected communications label removed, and in Brunel University & another v Vaseghi & Webster [2007] 482 the Court of Appeal suggested that the need to establish the truth in discrimination claims could outweigh the protection otherwise granted by without prejudice communications. This was, at the time, regarded as both a decision which potentially aided the interests of justice (in allowing unambiguous evidence of discrimination which would otherwise be inadmissible from being put before the court) and also one which could potentially cause headaches for parties attempting to be full and frank in their attempts to settle disputes, as a clear consequence of this ruling could be that parties ‘combed’ through without prejudice correspondence in order to establish an inference of discrimination and therefore render such correspondence admissible.

In Woodward v Santander UK plc UKEAT/0250/09 the Employment Appeal Tribunal partially closed the door on the new ‘exception’ of discrimination, holding that one party merely drawing attention to without prejudice communications from which an inference of discrimination could be drawn was not enough to remove the protection that such communication would otherwise enjoy; in order to remove without prejudice protection from a communication the evidence of discrimination must be unambiguous in nature. In practice, it’s unlikely that there are going to be many examples of where there is unambiguous evidence of discrimination within a communication which would otherwise enjoy without prejudice protection.

 

About

Redmans Employment Team deal with employment matters for both employers and employees, including drafting employment contracts and policies, advising employers and employees on compromise agreements, handling day-to-day HR issues, advising on restructures, and handling Employment Tribunal cases for both employers and employees Call 020 3397 3603 to speak to one of the members of our employment team or email us on enquiries@redmans.co.uk. Redmans have offices in Richmond, Chiswick, Hammersmith, Fulham, Kingston, Wimbledon, Ealing, Kings Cross and Marylebone (meetings strictly by appointment only).

Tagged with →  

Want to talk to an expert employment law solicitor?

You'll receive a callback from a specialist within an hour

Share →

Our awards

Request a callback

Your name

Your email

Your telephone number

Contact us

Please feel free to discuss your own position and concerns. Contact your nearest office on:

T: 020 3397 3603
E: enquiries@redmans.co.uk
W: www.redmans.co.uk

Testimonials

4.63 Average

30 Reviews

Anonymous

Immediate response to my initial enquiry. Very clear throughout the whole process and thorough and great communication which worked really well during quite a stressful time. Chris Hadrill was extremely helpful and made me feel at ease.

Posted 2 months ago

Nick D

I received a very professional service from Chris. The advice given really helped to leave me comfortable to sign the settlement agreement following my redundancy. Would be happy to recommend your services to others.

Posted 2 months ago

Anonymous

Excellent service from initial contact to deliverables.

Posted 3 months ago

Virginia K

Yes, Chris Hadrill answered all my questions and I feel more confident with my current situation

Posted 3 months ago

Anonymous

Chris Hadrill was referred to me my a friend of mine. I found the service to be efficient, quick and like Chris's direct approach to my work. Well done and thank you Chris!

Posted 3 months ago

Andy W

Very prompt & structured service that helped put my mind at rest at a difficult time

Posted 3 months ago

Anonymous

I have found Redmans to be very helpful, diligant and thoroughly professional when dealing with them, plus they gone that extra mile for me !

Posted 3 months ago

Anonymous

Thank you to Chris Hadrill at Redmans for his assistance in settling my case. I contacted him at the very last minute and he was happy to help me and managed to get everything done on time and in a very professional manner. I will definitely be happy to work with him again .

Posted 4 months ago

Redman's provided excellent legal employment advice for me during a difficult time in my employment. Chris was my lawyer, super efficient, quick, reliable and clearly very experienced in the matter. Could not ask for a better law firm to deal with your query if you are in need of some help. Would definitely use them again in the future. Highly recommending Chris.

Posted 7 months ago

Steven

Chris Hadrill was very professional and responsive. I would highly recommend him

Posted 7 months ago

Dinah

Very Efficient, with very quick email reply’s. I had a matter that needed resolving within a very short space of time and Redmans Solicitors were great with dealing with my matter quickly.

Posted 7 months ago

Ankar

At Redmans the solicitor that was dealing with me was Chris. He dealt with my situation smoothly with clear guidance and explanation

Posted 8 months ago

Anonymous

Clear, concise advice and guidance delivered by an experienced and very capable solicitor, within the timelines required

Posted 8 months ago

Anonymous

Very efficient service. I never had to wIt for more than a day for a reply to any of my queries and the matter was dealt with swiftly.

Posted 8 months ago

Anonymous

Very timely, thorough and helpful advice. Friendly and considerate of the needs of the client

Posted 8 months ago

Anonymous

Very prompt and attention to detail. Thank you for the service

Posted 8 months ago

Chris

Couldn’t be happier with how Redmans successfully handled our seemingly tricky case. By being clear and detailed every step of the way, with the utmost professionalism and courtesy, they made it an informative and eye-opening process, taking the stress out of the situation and ultimately delivered what you would want from such a service. I fully appreciate everything they have done, and if I am ever in need of such services in the future, they will be the first number I contact. Excellent.

Posted 8 months ago

Anonymous

Excellent work delivered with great quality

Posted 8 months ago

Dominic

Chris Hadrill was a great help both in terms of his advice and his expertise. He explained my options to me clearly and concisely enabling me to quickly make the right decision for me in the circumstance. I would not hesitate to recommend Chris or Redmans to friends or colleagues, and would certainly make Redmans my first port of call should I require a similar service in the future.

Posted 8 months ago

Kurt

Redmans gave excellent advice and helped me understand everything in clear concepts. Thank you!

Posted 8 months ago

Anonymous

Resolved my issues

Posted 8 months ago