What are protected conversations and without prejudice discussions and what’s the difference?
Without prejudice and protected conversations have become an essential part of the employment toolkit, but they have to be used with care to avoid further issues arising.
If you are looking to bring an employee’s contract of employment to an end, you may want to have an off the record chat with a view to agreeing acceptable terms on which to part ways.
The following article examines the use of confidential conversations in the workplace, including how without prejudice and protected conversations differ and when these types of conversations can, and cannot, be ‘safely’ used and relied on in relation to sensitive and legal matters.
This session will cover:
- Protected conversations vs Without Prejudice
- When these conversations can be used “Safely”
- How to conduct these conversations
- Are there any exclusions to using these conversations
- Agreeing terms and settlement agreements.
