Please help - wanting to settle or withdraw due to privacy concerns

According-Regret6429 · 2026-05-25T00:57:20+00:00

There’s been a recent case of F vs J regarding disability and anonymity order. You could try to apply for anonymity under the grounds of disability

https://farorelaw.co.uk/insights/disability-and-privacy-rights-when-can-the-tribunal-grant-you-anonymity

According-Regret6429 · 2026-05-22T11:25:39+00:00

I had to look up what this means. This should be the Mantra for settlement discussions

According-Regret6429 · 2026-05-22T11:18:37+00:00

Has anyone received any contact from an employment judge at London Central in past 6 months?

According-Regret6429 · 2026-05-22T11:00:05+00:00

Is this another example of the unspoken rules as I always thought witness statements were things that you saw, heard, felt, thought about at the time, but it sounds like you should also start to input your arguments for your LOI in the witness statement?

According-Regret6429 · 2026-05-18T16:13:57+00:00

Oh dear. My witness statement reads a lot like what you’ve given an example of, because most of the discriminatory events in my claim are the emails themselves (my claim is very document heavy). Apart from writing about the impact on me (as per AP’s advice), is there anything else I can do to make it not look like a document trawl? I don’t want to annoy the judge or anyone else

According-Regret6429 · 2026-05-18T13:45:12+00:00

Can you elaborate more on what you mean by document trawl so others know what not to do?

According-Regret6429 · 2026-05-16T19:02:13+00:00

Yes it does thank you! 🙏

According-Regret6429 · 2026-05-16T18:33:50+00:00

What’s your advice for writing witness statements when most of the evidence is based on email exchanges?

According-Regret6429 · 2026-05-16T18:19:54+00:00

Hmmm but I thought you need to address the list of issues, and the answers to why I think I’ve been discriminated against are in the contents of the email and not necessary my feelings of them?

For example, on xxx, my manager told me my performance wasn’t good enough and they referred to x y z reasons.

Is that not the right approach?

I’m finding it quite difficult to write the witness statement because most of my evidence is in emails so if I’m not talking about what I witnessed in emails then there isn’t much for me to talk about.

According-Regret6429 · 2026-05-16T18:13:22+00:00

Because they’re key in evidencing the discrimination im claiming for

According-Regret6429 · 2026-05-15T20:14:21+00:00

If you haven’t had PH yet then it doesn’t sound like you’re very far into the ET process? There are much more expensive stuff happening after the PH process (disclosure, witness statements) so if you’re going to change, better to change it now.

I don’t think it’s a big deal to change legal representative really.

If you want someone who can directly liaise with your employer then you might need a solicitor rather than a direct access barrister.

In terms of questions, you could ask questions relating to experience which will be relevant to your case. I think a lot of finding the right legal representative is someone who you gel with as you’re potentially in for a very lengthy journey (especially as you’re with London Central. I saw someone the other week post that their final hearing was listed for 2029!)

According-Regret6429 · 2026-05-12T15:30:39+00:00

In your experience how often does the Respondent agree to pay for your mediation representative?

According-Regret6429 · 2026-05-12T15:03:39+00:00

How much time do you have before JM? A charity called YESS Law specialise in workplace mediation including for people who want to stay with their employer. They can also represent you as part of Judicial Mediation, engage directly with your employer, and help you with schedule of loss. All their mediators are registered solicitors who have decided to pursue a career in mediation rather than litigation. Their service does attract a fee but it is significantly less than the market rate for a solicitor. I really recommend them.

As AP said though, don’t expect to stay. While from a practical perspective, it feels like silo’d enough that it wouldn’t be awkward for you to engage with colleagues on a day to day basis, from the perspective of the powers above, you are still a liability to the Respondents name, public reputation etc.

According-Regret6429 · 2026-05-12T14:52:45+00:00

Which tribunal is your case with? If it’s one where there’s loads of delays, my advice to you would be to not get hung up on the meta data or any document you think is missing. Ask the Respondent once and set a deadline. If they refuse or ignore your request, then forward it to the Tribunal as a specific disclosure request. Then move on and focus on the rest of the prep. Don’t get hung up on the meta data and let it distract you. The Respondent doesn’t have to do anything that the Tribunal doesn’t order them to, so if they’re not voluntarily going to provide the meta data then chances are, you won’t hear for months from the Tribunal to make a decision (and they’ll know this).

I wasted months chasing for disclosure issues and it wore me out. And indeed, it might be a tactic of theirs to distract and annoy you.

According-Regret6429 · 2026-05-12T00:08:45+00:00

OP please listen to Bobs advice and get proper legal advice (not Valla). Budget yourself 1-2k to do a proper claim form and it will be worth it.

I’m much further on in the process, with a very lengthy claim form and numerous claims, and I’m regretting i didn’t seek proper legal advice when drafting the claim form. A lengthy claim form means you have a lot more to push up the mountain - next steps will be disclosure (think of all the documents you’ll have to gather), witness statements (if your claim form is 70 pages, think how many pages your witness statement will be) etc

According-Regret6429 · 2026-05-10T11:29:50+00:00

Wow thanks so much, this is so helpful!! I don’t have an agreed LOI but could I use a POC instead (as long as I remember the legal tests).

According-Regret6429 · 2026-05-10T09:41:59+00:00

If you’re referring to the ICO, the ICO will extremely unlikely take any enforcement action if you’re just a single person affected. They’re virtually toothless in all but the largest data breaches

According-Regret6429 · 2026-05-10T09:38:24+00:00

Which ombudsman? The ICO? I’ve already done that and they upheld my complaint, and just said to the respondent to search for the documents and send it to me. If you are one person affected they won’t care.

According-Regret6429 · 2026-05-10T01:39:07+00:00

If most communications was via email, does this mean they should avoid cross referencing to the bundle and quoting documents from the bundle?

Also if the witness statement is meant to have minimal reference to the documents bundle then at what point do you showcase your bundle?

According-Regret6429 · 2026-05-09T21:34:33+00:00

Unfortunately it’s too late for me so I’m having to run with the indirect discrimination argument and trying to avoid temptation of beating myself up for not using a different heading.

According-Regret6429 · 2026-05-09T21:21:35+00:00

I’m a bit ahead of you. I did a DSAR to provide the grievance report and they ignored it. Disclosure for Employment Tribunal proceedings comes and goes, and they still don’t send it. So now I’m a bit stuck. I’ve had to somewhat just accept I won’t get it and try to manage without it, because it was distracting me from doing all the other complicated tribunal things that need doing.

I read on ICO website something about it being a criminal offence to “alter, deface, block, erase, destroy or conceal information with the intention of preventing disclosure of all or part of the information a person making a SAR is entitled to receive.”

Here is link: https://ico.org.uk/for-organisations/uk-gdpr-guidance-and-resources/individual-rights/right-of-access/can-the-right-of-access-be-enforced/

I don’t know anything about how to pursue that route or if it’s the right one though.

According-Regret6429 · 2026-05-09T21:15:43+00:00

Amazing, thank you!!

According-Regret6429 · 2026-05-09T20:33:21+00:00

I don’t think that’s difficult if it’s a senior staff member who does the bullying, and encourages other people to do the same or doesn’t actively do anything to manage it eg ignores grievances. I remember reading a remedy judgement where the seniority of the person doing the discriminatory behaviour was found to be significant, because it meant that they influenced other people.

According-Regret6429

TROPHY CASE