Employer Breached My Contract, Violated GDPR & Ignored My Grievance – Advice Needed!

[BigR93]

Hey everyone,

I'm in a very frustrating situation with my former employer and need advice on how to proceed. I believe I have multiple legal claims, including breach of contract, wrongful dismissal, discrimination, GDPR violations, and victimization. My employer is now refusing to communicate with me, and I don’t know whether to push for a resolution, involve ACAS, or take legal action.

Here's the full story I'd appreciate any advice from those who have been through something similar!

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Background Fixed-Term Contract & Early Termination


I was employed on a fixed-term contract (FTC), initially set to end on 14th February 2025. The company later extended it to 31st March 2025.

However, despite this extension, I was suddenly terminated on 28th March 2025—three days early without notice.

This early termination is critical because my contract explicitly stated that I was entitled to one months notice. The employer completely ignored this clause, and I was let go without any warning.

When I questioned this, they changed their reasoning multiple times:

1. First, they claimed fixed-term contracts dont require notice (which contradicts my actual contract).
2. Then, they said it was due to business needs, but I later found out that other employees in my exact role were given extensions.

This feels like a clear breach of contract and potentially wrongful dismissal.

---

Discrimination Why Were Others Treated Differently?


Several colleagues in similar positions were treated much more favorably:

• A female colleague had performance issues but was placed on a Performance Improvement Plan (PIP) before her contract ended. I was not given this opportunity I was just terminated outright.
• Two female colleagues (same role as me) had their fixed-term contracts extended, despite the company claiming business needs as their justification for not renewing mine.

Under the Equality Act 2010, employees must not be treated unfairly due to gender or other protected characteristics. The fact that I was denied the same opportunities as others in my position raises serious concerns about unfair treatment and potential discrimination.

---

Victimization & Retaliation After Raising Concerns


After I questioned my dismissal, things got worse. I found out that:

• A meeting was held where staff were explicitly told not to speak to me.
• My manager personally called a colleague to inform them of my termination.
• This kind of blacklisting and exclusion creates a hostile environment and could be considered victimization under the Equality Act 2010—especially since it happened right after I raised concerns about my dismissal.

---

GDPR & Data Protection Breaches


In addition to everything above, the company violated my data protection rights by:

• Publicly discussing my termination with staff.
• Sharing details about why I was let go—which should have remained confidential.
• Previously disclosing information about other employees' terminations, showing this is a pattern of behavior.

They claim this was done for legitimate business interests”, but termination details are personal data and should not be shared without a lawful basis under GDPR.

I have already submitted a complaint to the ICO, but they said it’s unlikely they’ll fine the company—though a formal finding against them could strengthen my case.

---

Sexual Harassment Incident Completely Ignored


Another serious issue is that during my employment, I experienced inappropriate behavior from a female colleague.

• She made inappropriate comments and engaged in unprofessional behavior.
• She mocked my situation using a TikTok song in a way that was highly inappropriate.

This creates an intimidating, degrading, and hostile work environment, which falls under sexual harassment under the Equality Act 2010. The employer has completely ignored this issue, which is unacceptable.

---

Further Breach Employer Refused My Grievance While My Contract Was Still Active


Before I was terminated, I submitted a formal grievance request while my contract was still active.

The company later stated:

"Under UK employment law, former employees do not have a statutory right to raise or pursue a formal grievance once their employment has ended."

HOWEVER:

• My contract was still active when I submitted my grievance.
• Their refusal to engage with my grievance while my contract was active is another breach of contract.

I will be adding this to my potential legal claims and making ACAS aware of this issue.

---

Current Situation Employer Now Refusing to Communicate


After I raised all these concerns, the employer sent me a formal response stating they would not communicate further unless through legal channels.

They said they consider the matter closed unless I formally pursue legal action.

This makes me believe that they:

• Know they are in the wrong and are trying to avoid accountability.
• Want to shut me down instead of addressing my valid concerns.

At this point, I havent gone to ACAS or a solicitor yet, but I don’t see another option.

---

Next Steps What Should I Do?


I am now considering my options and would love advice on:

1. Should I file for ACAS early conciliation immediately?
2. Does my case have a strong chance of success if I take it to tribunal?
3. Has anyone had experience with GDPR claims in employment tribunals?
4. Should I go straight to a solicitor, or is ACAS the best first step?

[ULA]

The first piece if information needed before we can advise is:

1.When did your FTC start?
2. Was this your first FTC with the company or have their been a series and if you what was the start of your first FTC?
3. Was there an early termination clause in your FTC?

[Bigry93]

Hey everyone,

I'm in a very frustrating situation with my former employer and need advice on how to proceed. I believe I have multiple legal claims, including breach of contract, wrongful dismissal, discrimination, GDPR violations, and victimization. My employer is now refusing to communicate with me, and I don’t know whether to push for a resolution, involve ACAS, or take legal action.

Here's the full story I'd appreciate any advice from those who have been through something similar!

---

Background Fixed-Term Contract & Early Termination


I was employed on a fixed-term contract (FTC), initially set to end on 14th February 2025. The company later extended it to 31st March 2025.

However, despite this extension, I was suddenly terminated on 28th March 2025—three days early without notice.

This early termination is critical because my contract explicitly stated that I was entitled to one months notice. The employer completely ignored this clause, and I was let go without any warning.

When I questioned this, they changed their reasoning multiple times:

1. First, they claimed fixed-term contracts dont require notice (which contradicts my actual contract).
2. Then, they said it was due to business needs, but I later found out that other employees in my exact role were given extensions.

This feels like a clear breach of contract and potentially wrongful dismissal.

---

Discrimination Why Were Others Treated Differently?


Several colleagues in similar positions were treated much more favorably:

• A female colleague had performance issues but was placed on a Performance Improvement Plan (PIP) before her contract ended. I was not given this opportunity I was just terminated outright.
• Two female colleagues (same role as me) had their fixed-term contracts extended, despite the company claiming business needs as their justification for not renewing mine.

Under the Equality Act 2010, employees must not be treated unfairly due to gender or other protected characteristics. The fact that I was denied the same opportunities as others in my position raises serious concerns about unfair treatment and potential discrimination.

---

Victimization & Retaliation After Raising Concerns


After I questioned my dismissal, things got worse. I found out that:

• A meeting was held where staff were explicitly told not to speak to me.
• My manager personally called a colleague to inform them of my termination.
• This kind of blacklisting and exclusion creates a hostile environment and could be considered victimization under the Equality Act 2010—especially since it happened right after I raised concerns about my dismissal.

---

GDPR & Data Protection Breaches


In addition to everything above, the company violated my data protection rights by:

• Publicly discussing my termination with staff.
• Sharing details about why I was let go—which should have remained confidential.
• Previously disclosing information about other employees' terminations, showing this is a pattern of behavior.

They claim this was done for legitimate business interests”, but termination details are personal data and should not be shared without a lawful basis under GDPR.

I have already submitted a complaint to the ICO, but they said it’s unlikely they’ll fine the company—though a formal finding against them could strengthen my case.

---

Sexual Harassment Incident Completely Ignored


Another serious issue is that during my employment, I experienced inappropriate behavior from a female colleague.

• She made inappropriate comments and engaged in unprofessional behavior.
• She mocked my situation using a TikTok song in a way that was highly inappropriate.

This creates an intimidating, degrading, and hostile work environment, which falls under sexual harassment under the Equality Act 2010. The employer has completely ignored this issue, which is unacceptable.

---

Further Breach Employer Refused My Grievance While My Contract Was Still Active


Before I was terminated, I submitted a formal grievance request while my contract was still active.

The company later stated:

"Under UK employment law, former employees do not have a statutory right to raise or pursue a formal grievance once their employment has ended."

HOWEVER:

• My contract was still active when I submitted my grievance.
• Their refusal to engage with my grievance while my contract was active is another breach of contract.

I will be adding this to my potential legal claims and making ACAS aware of this issue.

---

Current Situation Employer Now Refusing to Communicate


After I raised all these concerns, the employer sent me a formal response stating they would not communicate further unless through legal channels.

They said they consider the matter closed unless I formally pursue legal action.

This makes me believe that they:

• Know they are in the wrong and are trying to avoid accountability.
• Want to shut me down instead of addressing my valid concerns.

At this point, I havent gone to ACAS or a solicitor yet, but I don’t see another option.

---

Next Steps What Should I Do?


I am now considering my options and would love advice on:

1. Should I file for ACAS early conciliation immediately?
2. Does my case have a strong chance of success if I take it to tribunal?
3. Has anyone had experience with GDPR claims in employment tribunals?
4. Should I go straight to a solicitor, or is ACAS the best first step?

ood afternoon, ULA,

Thank you for your response.

To provide further clarity, here are the details you requested:

• Start Date of FTC: My first fixed-term contract (FTC) began in September 2024.

• First FTC with the Company: This was my first FTC with the company. An addendum was later added to extend the contract from February to March 2025. However, on Friday, 28th March 2025, I logged in to work only to find that my accounts had been deleted with no prior notice, despite there being internal discussions about possibly making me a permanent staff member.

• Termination Details: I then received a hostile call informing me that my contract would not be extended beyond 31st March 2025, although my employment was terminated on 28th March, with no notice. When I requested a grievance meeting on 28th March, I was told by the HR Advisor that my contract would end on 31st March, yet I was terminated three days earlier with no prior communication.

According to Clause 1 of my contract, I should have been given at least one week’s notice if my contract was not to be extended. While I understand that unfair dismissal claims do not apply due to my having less than two years of service, it is concerning that two female colleagues, one with the same KPIs and statistics as me, and another with worse statistics, had their contracts extended.

I requested a grievance on 28th March, when I was still employed (as per the HR Advisor’s comment that my contract would end on 31st March). However, on 31st March, I was met with a hostile response from the HR Manager, who claimed that since I was no longer employed, I no longer had the right to a grievance meeting. This, in my view, constitutes a breach of my contract.

Additionally, I contacted the ICO to inquire whether I am entitled to certain information, including:

• Internal emails mentioning or involving me.
• MS Teams messages I have sent or been involved in.
• Performance records, KPI data, and related assessments.
• Grievance and disciplinary records, including meeting minutes, notes, and correspondence.
• All Microsoft Teams messages and communications involving me or mentioning my name.
• Any related records discussing my performance or including my personal details.

The ICO confirmed that I am entitled to this information. When I informed the HR Manager, they reiterated that I would not be provided with the requested information and warned that if I emailed them again, they would contact the authorities. The tone of this email felt threatening, and I consider it an attempt to silence me, which I believe constitutes victimisation.


This is about as brief a summary as i can give so far, the issues with Sexual Harassment, Discrimination, GDPR Breaches, Breach of Contract and Victimisation do stem much deeper

I look forward to your response