Hi there, just because the name may have been mentioned in emails does not mean they can automatically require you to disclose such correspondence. The key is still in the policies in the workplace about monitoring of emails and what the employer can do. In the first instance you can complain internally by raising a formal internal grievance. If you are unhappy with the outcome you can appeal to the employer.
If the employer takes disciplinary action which results in dismissal then you can consider an unfair dismissal claim. This is on the assumption you have at least 2 years service with them. You have 3 months from the date of dismissal to claim.
A new feature in the employment tribunal’s claims process is mandatory early conciliation with ACAS. This requires prospective claimants to notify ACAS and provide details of their intended claim and they would then try to negotiate between the claimant and respondent to seek out of court settlement in order to avoid having to take the claim to the tribunal. It is possible for the parties to refuse to engage in these negotiations, or that they are unsuccessful, in which case they would get permission to proceed with making the claim in the tribunal.
If negotiations are initiated and settlement is reached, then the claimant would agree not to proceed with the claim in return for the agreed financial settlement.
The conciliation procedure and the form to fill in can be found here:
In terms of the time limits within which a claim must be presented, the early conciliation process places a ‘stop’ on that and the time between notifying ACAS and them issuing permission to proceed with the claim would not count for the purposes of these time limits.
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