Story 133

 I have a settlement agreement where my former employer manipulated my vulnerability and my disability to get me to sign.

The wanted me out because I’d disclosed my disability. I eventually felt strong enough to send an ET1 to the Employment Tribunal, which has been the only time I broke the NDA. I’m driven to prevent any other vulnerable person from experiencing what I have.

In response, my former employer sent me a letter before action threatening an injunction, and re-charging me all of their legal fees.

I continued, but my health worsened.

Then s22A on the 7th July 2025!!!

I wrote a well considered, professional and polite request that in light of the UK government’s clear opinion on NDAs that both the employer and I agree to vary the settlement agreement.

The former employer waited, and waited. After many days and a few rescheduling emails, I finally received a response. No they won’t consider a variation, they will never consider a variation. It’s also not lost on me that my preliminary case management hearing was already scheduled shortly after.

I already have counsel’s advice that I have a test case to challenge my settlement agreement in Court and have it set aside. This would result in protecting all vulnerable employees from being forced to sign these gagging clauses. I need support for this. Who’s with me??

If s22A is diluted, there might be another way ….