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What to do if…
you receive a legal letter from your employer about breach of contract

Short answer

Don’t reply substantively yet. Stabilise the situation by preserving records, pausing anything they say is a breach, and getting UK employment legal advice before you respond.

Do not do these things

  • Do not ignore the letter or miss any stated deadline.
  • Do not send explanations, apologies, or “just to clarify…” messages that add new details.
  • Do not delete emails, chats, files, call logs, or device data (even “tidying up” can look bad later).
  • Do not sign anything (including a settlement agreement) without independent advice.
  • Do not discuss the allegations widely at work or ask colleagues to “confirm your side” in writing.
  • Do not move, copy, or “clean up” work data on personal devices/accounts in a way that changes what was there.

What to do now

  1. Make a clean copy pack (10 minutes).
    Save scans/photos of the full letter and any attachments (and envelope if posted). Note when you received it and the exact deadline(s) stated.

  2. Verify the sender safely before you share more.
    If it’s from a solicitor or law firm, confirm their contact details independently (for example via the firm’s official website) and only then communicate. If it’s from your employer, route any acknowledgement through a known, official HR/legal contact channel.

  3. Identify what kind of letter this is (without arguing with it).
    Note any wording like “letter before claim/letter of claim”, “pre-action”, “injunction”, “without prejudice”, or “settlement”. This affects urgency and how carefully you should communicate.

  4. Pause the specific behaviour they say is a breach (for now).
    Examples: contacting certain clients, using certain materials, working on a side project in the same market, sharing information, or accessing company systems after termination.
    Don’t destroy anything—just stop the activity and keep things stable.

  5. Preserve evidence and keep originals intact.
    Make a folder with: your contract, any variations, relevant policies (confidentiality/IT/data), any restrictive covenant clauses, and the emails/messages/documents referenced. Keep originals unedited where possible.

  6. Freeze “company data on personal devices” without moving it yet.
    If you suspect any employer documents/emails are in personal accounts or on personal devices, stop opening/forwarding them and don’t copy anything new. Get advice on the safest way to return/handle them without creating a “tampering” argument.

  7. Get support that can act (and be clear where you are in the UK).

    • Union member: contact your rep/legal support and forward the letter.
    • England/Scotland/Wales: you can contact Acas for general guidance, and a solicitor for advice/representation.
    • Northern Ireland: contact the Labour Relations Agency (LRA) for employment relations guidance, and a solicitor for advice/representation.

  8. If a deadline is close, send only a neutral holding reply.
    Acknowledge receipt, say you are seeking advice, and request a reasonable extension. Do not address the allegations point-by-point.

  9. Treat court papers or “injunction” threats as urgent.
    If you receive anything that looks like official court forms, or the letter says they will apply for an injunction, get urgent legal advice and do not rely on informal HR conversations.

  10. Optional: consider a subject access request (SAR), but don’t rely on it for urgent deadlines.
    A SAR can help you obtain your personal data from your employer, but it can take time and may not produce everything you expect. Use it as a parallel step, not your main response strategy.

What can wait

  • Deciding whether to resign, “fight”, settle, or threaten counter-action.
  • Writing a long narrative rebuttal or assembling every possible screenshot.
  • Debating the situation with managers/colleagues or trying to “win the argument” by email.
  • Making big public career moves (announcing a new job, broad client outreach) while this is live.

Important reassurance

A legal letter can be designed to feel urgent and intimidating. You do not need to solve it in one sitting. The safest early wins are: don’t worsen the record, don’t miss deadlines, and get advice before you speak.

Scope note

These are first steps only. The right response depends on the allegation type (confidentiality, restrictive covenants, IP, notice periods, repayment clauses) and whether they are threatening court action or proposing settlement.

Important note

This is general information, not legal advice. If you’ve been served with court papers or there’s a credible risk of an injunction, seek urgent advice from a regulated UK legal professional.

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