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Without prejudice letter templates
Without Prejudice Letter Templates
You can adapt these examples of without prejudice letters and send them off to your employer in order to negotiate a better settlement agreement exit package when you’re leaving your job.
They are written by us, so your employer will think that you’ve got professional legal advice. This makes it easier to obtain a fair deal because you will look like you know what you are talking about. If you want to know if you have a good case, just get in touch.
Without prejudice letter no.1 in series: Letter from employee’s solicitor to employer
Our client previously submitted a grievance. This letter is a grievance appeal written on behalf of our client.
Without prejudice letter: TUPE, redundancy and corporate takeover
After our client had been successfuly employed for 8 years, his company was taken over by a large corporation. He was made redundant, but should have been protected by TUPE legislation. This letter proposes a settlement agreement exit package as he was unfairly dismissed in the circumstances.
Without prejudice letter: Whistleblowing and disability discrimination
On behalf of two employees we are seeking a good settlement agreement and exit package following their ill-treatment, discrimination, and complaints of other detriments, because they had blown the whistle on corruption and malpractice in their workplace.
Without prejudice letter: Off sick with stress after bullying & unfair constructive dismissal
In addition to an increased workload, our client endured bullying and adverse comments on Facebook as well as in the office by her line manager which all resulted in her being signed off sick with stress. This without prejudice letter proposes a settlement ex gratia payment of 6 months salary and contractual benefits such as notice pay.
Without prejudice letter: Requesting release from restrictive covenants after whistleblowing
Our client blew the whistle on fraud, an investigation commenced and he was offered a settlement agreement. In this without prejudice letter we respond on his behalf proposing a higher payment and requesting release from some of the restrictive covenants in his employment contract.
Without prejudice letter: Made redundant on maternity leave
This without prejudice letter was written by us for a client who was told that she was being made redundant whilst she was on maternity leave (an all too common occurrence unfortunately). The employer tried to misrepresent her job role, saying that she was admin support, whereas in fact her appraisals showed that her role was more managerial. Furthermore she was not put in a pool with other employees, or offered meaningful alternative employment.
Without prejudice letter: Sham redundancy – bullying and stress
There was no real decrease in our client’s workload, however, he was made redundant. This employee had previously made complaints about bullying and harassment, and this letter concerns how this led him to being singled out for redundancy, when in fact the true aim was unfair dismissal on behalf of the employer.
Without prejudice letter: Tax savings for out of court settlements
Speaking in the employer’s language, this without prejudice letter explains how significant tax savings could be made by agreeing to this letter and singing a settlement agreement with you.
Without prejudice letter: Sham redundancy selection
Our client was asked to participate in a sham redundancy selection process. This without prejudice letter aims to prevent tribunal claims before they may arise and suggests that an out of court settlement may be more useful. Possible claims that may arise in these circumstances include those of constructive dismissal, whistleblowing and disability discrimination.
Without prejudice letter: Unpaid commission and bonus
This without prejudice letter is for your employer, if -like our client - you are an employee who is owed a specific sum of money, including commission payments or bonus payments. We attached to this letter an ET1 employment tribunal claim form which not only makes the prospect of court action more realistic to the employers, but also prepares a claimant to go ahead and issue a claim if the employer won't otherwise settle.
Without prejudice letter no.5 in series: Third letter from employee’s solicitor to employer
Our client was made a counter-offer settlement by his employer, which is outlined in this letter.
Without prejudice letter no.4 in series: Response from employer to employee’s solicitor
This without prejudice letter is the employer’s lawyer’s counter offer in response to our original exit settlement proposal.
Without prejudice letter no.3 in series: Second letter from employee’s solicitor to employer
Our client’s employer offered a counter-settlement, to which this without prejudice letter is out response.
Without prejudice letter no.2 in series: Response from employer to employee’s solicitor
We proposed an exit settlement agreement, and the employer’s response to this is within the without prejudice letter.
Without prejudice letter: Unfairly dismissed, reinstated on appeal & resigned
This without prejudice letter is written on behalf of a client who was unfairly dismissed, reinstated on appeal and then had to resign. Numerous serious breaches of the employment contract were committed by the employer, including: breach of trust, failure to follow the disciplinary and grievance procedures put in place and acting in an arbitrary manner. All of this cumulated in the decision to reinstate our client following his resignation. In order to reflect the basic award and the loss of statutory rights and earning we proposed a settlement agreement on his behalf.
Without prejudice letter: Mishandled grievance and unfair constructive dismissal
Our client raised a grievance after issues at work affected his health. The grievance was mishandled, so we wrote a without prejudice letter on his behalf of which upheld that the delay in response to his grievance letter increased his anxiety and lead to a loss of trust in his employer’s ability to adequately support his return to work. We proposed a settlement agreement of 6-month salary and other benefits, given the evidence the client had to support a claim for constructive unfair dismissal.
Without prejudice letter: Raised a grievance and breach of confidentiality
Our client was offered a settlement agreement after the employer exacerbated his anxiety via breach of his confidentiality. We rejected this offer and after raising a grievance wrote a response on his behalf. We brought to their attention our aims to resolve the matter swiftly and that doing so would save them a lot of time and expense, and therefore, offered a counter-proposal. This proposal included; full salary, payment of the difference in bonus between the current and next year, termination date including holiday pay, 6 months salary, contribution to legal costs and a reference.
Without prejudice letter: Demoted whilst on sick leave, settlement proposal
On behalf of a client, we put forth an exit settlement in the form of this without prejudice letter, which included a counter offer. Our client was demoted and given a written warning along with a threat of being sacked before the grievance appeal concluded, whilst he was taken of sick due to work related issues. The company failed to aid him in his search for alternative employment as they promised, therefore, the settlement agreement they proposed was rejected. Instead we suggested that the final settlement should consider the statutory redundancy, loss of income, outstanding bonuses, future losses, outstanding annual leave and pension contributions be considered.
Without prejudice letter: Unfair redundancy procedure
Our client was unfairly made redundant, and the procedure in which this redundancy was made was unfair. This is expressed in this letter, in which we bring to their attention the unnecessary delays and lack of communication causing the client anxiety and stress; no attempt to consider alternative placements were made; a total lack of consultation procedures. In this letter we suggested that the settlement agreement, starting with a 6months salary pay be made, was inadequate, and that to reflect the less of statutory rights and benefits, as well as to cover the legal costs the client incurred this should be increased.
Without prejudice email: Unfair constructive dismissal based on discrimination
Our client’s employer proposed a settlement agreement. In a without prejudice response, we seek to improve the employer's offer by arguing that our client could claim for unfair constructive dismissal, based on sex and disability discrimination. The outcome was a much better settlement payment than the client had initially been offered.