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Hello, I’m Ben. It’s my pleasure to assist you today. I may also ask for some preliminary information to help me determine the legal position.
What do you specifically want to know about this, please?
Thank you. You only have two options really – one is to appeal anyway and just show that you have given them a fait chance to deal with this; the other is to forget the appeal and consider a claim in the Employment Tribunal for the alleged discrimination on which you believe there is a pay gap. That is pretty much it to be honest and I suggest you still appeal as you have nothing to lose by doing so.
Hopefully, I have answered your query in a way that is simple and easy to understand. If anything remains unclear, I will be more than happy to clarify it for you. In the meantime, thank you once again for using our services.
It will mainly show that you have followed due process and not jumped at legal action, but if time is running out then you will not be blamed for claiming without either making or finishing the appeal.
If it was publicly available and you did not access it in any way you shouldn’t, then yes
Not really as such offers are not made on the basis of acceptance of liability, they are just used to settle a claim without the need for formal action but that does not mean they have accepted liability
No, not at this stage you cannot as that is indeed confidential and they are not obliged to release personal information about others without their consent. But if you already have that information because it was left on public display and you had not unlawfully accessed it, you can always state that you are aware of it. Also, if you were to pursue a formal claim in the Employment Tribunal you can always ask for such information to be disclosed as part of the evidence
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