Top tips to avoid tribunal terrors
In over 25 years in law, I have rarely come across an employer who didn't have a good reason for wanting to dismiss an employee. I deal daily with sound reasonable business owners, whose decisions to dismiss staff are almost always supported by good, sound, reasonably reasons. After all, if you have a good member of staff, you are unlikely to dismiss them on a whim!
However, where many employers come unstuck is that they don't go through the process correctly. A decision to dismiss can be found to be automatically unfair simply because the employer didn't go about it in the right way. Frustrating though it is for the employer, I often have to advise them to settle, rather than fight, simply because they didn't jump through the right hoops in the right order. Sometimes it can be something as simple as forgetting to confirm to an employee in writing that they have the right to be accompanied at a disciplinary meeting, or that they have the right to appeal against a decision.
Are you an employer?
Do you want to know how to dismiss staff correctly and significantly reduce the risk of a claim?
Contact me at email@example.com for a free guide on disciplinary processes.