There was no offer on the table when “Jenni”, a neurodiverse professional, came to us. Not a thing, apart from feeling undervalued, unheard, and, ultimately, pushed out.
But she'd secured nine months' pay by the time Taurus HR & Employment Law had finished, which was two months more than she'd hoped for.
This is her story.
Managed Out of the Business
Despite Jenni’s talent and career track record, she began to sense a shift in attitude towards her, a gradual lack of support, and a creeping sense she wasn't wanted.
As a result, what was previously a happy and productive workplace became an increasingly difficult environment to function and thrive in.
She was never told "You're dismissed." But it got to the point she didn’t need telling in words.
In the end, she felt she had no reasonable option but to resign, making her situation a potential constructive dismissal case.
When More Than Legal Support is Needed
She came to us in a tough position:
- No settlement agreement offer had been made by her employer, so there was nothing on the table to begin a settlement agreement negotiation with
- She was emotionally exhausted and uncertain about her legal position
- Her neurodiversity had never been formally acknowledged or accommodated by her employer
It was clear Jenni needed an employment lawyer. Moreover, she needed someone who understood the emotional weight she was carrying, and would fight for a fair outcome without making the process even more stressful.
At Taurus HR & Employment Law, she felt the weight being lifted off her shoulders from day one.
How We Approached the Settlement Agreement Negotiation
Initially, we took time to really understand her situation before we made a single move.
Then we built a clear, evidenced case around a key legal argument… Her employer had been aware of her neurodiversity, but failed to consider or make reasonable adjustments.
This failure had directly contributed to her feeling unable to remain in the role.
It gave us the significant leverage she didn’t know she had as we went in to a settlement agreement negotiation with her employer.
Our strategy was based on:
- Patience and empathy - Ensuring she felt heard at every stage
- Evidence-led positioning - Using the employer's failure on reasonable adjustments to establish clear legal exposure
- Client-focused outcomes - Understanding what mattered most to her, besides what looked good on paper or in the bank
The Results
We secured 9 months' pay, which was two months more than Jenni had dared to hope for.
Notably, this win wasn’t secured by aggression or unnecessary conflict. It was earned with our legal knowledge, understanding of people, and making a clear, compelling case the employer couldn’t brush off.
- Starting offer = £0
- Client's target = 7 months' pay
- Settlement agreement negotiation achieved = 9 months' pay