Offering an appeal following a dismissal is only half the story. How you handle it can determine whether an otherwise fair dismissal stands – or falls. Organise it impartially and without unreasonable delay The Acas Code of Practice makes clear that appeals should be conducted without unreasonable delay and handled impartially. The appeal stage is… [Read More]
Neurodiversity awareness: What you need to know about neurodivergence at work
Neurodiversity Awareness Week took place last month. Its aim is to shift how organisations understand and support neurodivergent individuals. For HR professionals the aim has clear legal implications. The legal question boils down to whether an employee is experiencing a disadvantage at work – and what reasonable steps can be taken to address it. What… [Read More]
Alternatives to dismissal – 2 other options
Transferring or training Avoiding a dismissal by transferring or training an employee can protect the employment relationship while addressing root causes. But both these options could misfire legally and operationally if you treat them as informal “fixes” rather than formal and binding changes. Transfer – issues to consider A transfer (to a different team, role,… [Read More]
Collective redundancy consultation – what are the rules?
The duty to collectively consult kicks in where 20 or more redundancies are proposed at one establishment within a 90-day period. The rules are laid out in the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRCA). TULRCA requires at least 30 days’ consultation (or 45 days where 100 or more redundancies are proposed). Wider… [Read More]
How to handle suspect complaints
From time to time, all HR professionals and managers will encounter a grievance that comes across as tactical, exaggerated or even completely made up. These situations are tricky: if you get it wrong and treat it dismissively, there could be serious repercussions. On the other hand if you overreact, you might unfairly penalise an employee… [Read More]
