Today heralds the government’s change in employment law – a list which includes ‘protected conversations’. This means that employees are unable to use in tribunal proceedings evidence of any discussions the employer has had with them about terminating their employment on agreed terms. All nice and simple for employers and indeed reflecting a certain reality, like it or not.
But of course the government has now made employment law more complicated by introducing this change, rather than removing ‘red tape’ because the changes affect some unfair dismissals and not others. The change does not affect automatic unfair dismissal. What are automatic grounds? Well the list is long and includes pregnancy and all reasons relating to maternity, all discrimination reasons, working time etc – see here for a list. So simplification in some ways has not been achieved. Tread carefully, I would suggest.