The Snake Keeper Blog

Employers should be careful in conducting sheltered interviews, as protection does not exist when the employer`s behaviour is considered “inappropriate” during the “protected conversation” or interview-related matters. For example, behaviour that is considered harassment and harassment would not make the conversation “protected.” This may include cases where a staff member has not had reasonable time to review a transaction proposal and/or where a transaction offer is made from the outset as a closed transaction. Discussions can be used by employers without prejudice, as explained above, even if there are allegations of discrimination or denunciation, but they are not recorded only if there is a real dispute between the parties that can lead to litigation. In 2013, “sheltered interviews” were set up to help both employers and employees resolve low-risk disputes. We advise you to speak to a lawyer at an early stage. There could be room to negotiate a better conciliation agreement. The law allows an employer and an employee to have an “off-the-record” conversation in certain circumstances. This is called a protected conversation. I understand that, pursuant to section 111A of the Employment Rights Act 1996, this meeting is organised by a sheltered interview. .