Fraud in the workplace is a serious offence that can harm your business financially, damage trust within teams, and cause lasting reputational damage. It involves deliberate deception for financial or personal gain, and while not all fraud is criminally prosecutable, the most severe cases may fall under the Fraud Act 2006. ‘Reasonable prevention’ – The… [Read More]

Suspension can be a useful tool when handling serious misconduct allegations, allowing you, as the employer, to preserve evidence and prevent witness intimidation. However, it must be used fairly and reasonably to avoid legal risks. Here are 5 mistakes all employers should avoid Suspension must be reviewed regularlyThe Acas Code states that employers must keep… [Read More]

Redundancies are going to be a reality for many businesses as we travel through 2025. The latest Labour Market Outlook, in which the annual CIPD polled more than 2,000 employers, found that a third (32%) of businesses planned to reduce headcount through redundancies or by recruiting fewer staff. What do employers need to know? Managing… [Read More]

Where serious allegations of misconduct are raised at work and dismissal is a possible outcome for the employee concerned, it is important that employers follow a fair process. HR have an important supporting role to play in this. 5 essentials for HR in a disciplinary investigation What HR should NOT do in a disciplinary investigation… [Read More]

The Court of Appeal has handed down its highly-anticipated judgment in Higgs v Farmor’s School. Higgs v Farmor’s School – the background In this well publicised case, a Christian secondary school counsellor was sacked for gross misconduct following some posts she made on social media. Her Facebook posts criticised the way the topic of relationships… [Read More]