Why are you bringing the tribunal claim?
Are you asking whether you can disclose this information to the authorities after you have ceased employment?
For what reason?
If you could explain your situation in detail that would be useful please.
Thank you. There is nothing to stop you reporting the actions of the employer. However what you can’t do is raise those in the tribunal because they’re not relevant. What you also can’t do is say to the employer that provided they agree that you were unfairly dismissed, you want report this. That’s blackmail.
Even if you sign some kind of confidentiality agreement, it does not apply in respect of anything which is illegal so you do have to make sure that what you are saying is absolutely 100% correct. I get the impression that you think you’re correct but not sure because you say that you believe it proves the company wrongfully charged rather than I have absolute proof that the company wrongly charged.
The other issue is that if what you are alleging is not 100% correct, any comments you make may be defamatory. So, whilst there is no problem in referring this to the appropriate party, the potential problem for you is the accuracy of what you are reporting. No one can ever be criticised for reporting to a competent authority an illegal act or what they reasonably think is an illegal act.
Just let me clarify, the company malpractice and your own dismissal are completely unrelated. Is that it?
If you are working on the eye for an eye and a tooth for a tooth basis and that you are aggrieved that they are lying about the circumstances of your dismissal and also lying about the circumstances surrounding the overcharging, and with no gain for you, you just want to drop them in it, then I can’t see any problem with that.
It’s completely unrelated from your tribunal claim and you haven’t demanded anything, you are simply doing your duty as a citizen.
Can I clarify anything else for you?
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We can still exchange emails.
There is a possibility that you could use this to your advantage in the tribunal without it appearing to be blackmail.
You have been dismissed because you happen to have been in the wrong place at the wrong time and have been dismissed allegedly for gross misconduct. However if that conduct is common practice with the employer and all you were doing is what everyone else in the company does and they do with the knowledge and support of the employer, then it’s not gross misconduct.
If therefore you’re going to use this evidence as part of your tribunal claim, you have to exchange documents with the defendant because you can’t simply produce documents to support your claim, on the day in court.
Without actually demanding anything therefore you could produce these documents to them and say that these documents support the fact that what you have been dismissed for is actually condoned by the company and hence is not gross misconduct. When they see what you’ve got, they may be more willing to settle. It does mean that they may never get taken to task over it however.
There would be nothing to stop you producing that documentation to the competent authorities after the tribunal unless you sign some kind of confidentiality agreement as part of any settlement, if they decided to Grease your palm.