An employee suspected of gross misconduct has just admitted their guilt. You both know that this will end in dismissal so why bother with all those tedious and time-consuming procedures?
Published 11.01.2008
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
An employee who’s under a live written warning has been found to have committed a further act of misconduct. Is it OK to automatically take the live warning into account when imposing a further
disciplinary sanction?
Published 14.05.2015
An employee has decided to appeal against a disciplinary sanction that you recently imposed on them because you didn’t “prove the misconduct beyond all reasonable doubt”. Are you actually required to
prove guilt?
Published 13.01.2017
The Employment Appeal Tribunal has ruled that an employee who was sacked for grabbing a colleague around the throat was unfairly dismissed. Does this mean you can’t sack employees who use physical
violence?
Published 23.02.2017
An employee was sacked because the police had found indecent images on his personal computer. However, this dismissal was deemed unfair due to a procedural error in the employer’s paperwork. What do
you need to know?
Published 24.09.2020
Where the evidence at a disciplinary hearing reveals potential misconduct that wasn’t specified in your original notification of disciplinary hearing letter, are you required to adjourn proceedings
and send out a new letter?
Published 19.04.2007
If the police are investigating an employee because of alleged misconduct at work, can you rely on them to do your investigative work for you? What’s the position in light of a recent case?
Published 29.06.2006
Having been accused of misconduct, it’s quite possible that an employee will put forward several lines of defence. According to the Court of Appeal, are you obliged to thoroughly investigate each
one?
Published 09.03.2015
Let’s suppose that two of your employees were involved in a misconduct incident, e.g. a fight, and you’ve commenced disciplinary proceedings. Must you impose the same disciplinary sanction on both
individuals?
Published 19.11.2015