Whilst a recent Court of Appeal case held that a serious personality clash may justify dismissal, you must still follow the statutory disciplinary procedures carefully. What’s the safest way of doing
this?
Published 19.10.2006
An employee can resign and claim constructive dismissal if an event is the final straw for them. But what about the other way around? Can you dismiss an employee because they’ve done something that
is the final straw for you?
Published 11.02.2014
Taking the decision to dismiss in a case of long-term absence is tricky, but where do you stand if the employee is off sick because of something you’ve done?
Published 16.10.2008
As you know, any investigation carried out prior to a dismissal must be “reasonable in the circumstances”. But in practice what exactly does this mean, particularly if evidence of guilt is strong?
What does a recent EAT case say?
Published 03.05.2007
One of your employees has become so unpopular that the rest of the workforce say they’ve had enough. They’re threatening to stop working unless you get rid of him. You don’t want to be beaten into
this, so what should you do?
Published 09.02.2006
Deciding whether or not to dismiss an employee can be tough, particularly if you’re not sure whether it’s appropriate in the circumstances. So how can a new case help you avoid the costs of getting
it wrong?
Published 05.06.2009
Suppose one of your managers has a bullying personality and is clashing with colleagues. Can you deal with it by asking him to resign or by sacking him if he doesn’t take the hint? If not, what steps
should you take first?
Published 06.03.2008
A female employee complains she’s being sexually harassed. You’re worried that you could be liable so believe her and dismiss her colleague. Safe?
Published 24.02.2005
You’re supposed to supply witness statements to an employee charged with a disciplinary offence. But what if the witness is scared of reprisals? Can you fairly dismiss an employee when they’ve not
seen the evidence against them?
Published 25.01.2007
One of your employees is aggrieved about the actions of an important client. But they’ve now threatened to write to them and make their feelings known! How should you handle this situation and could
it ever justify dismissal?
Published 08.09.2010