Clear and well-implemented policies are essential to manage employee behaviour and performance. They ensure that actions taken are consistent, legally justified, and minimise the risk of disputes, including Employment Tribunal claims.

It is important to address any concerns promptly. Begin by following your company’s disciplinary procedure, ensuring the issue is documented, and providing the employee with an opportunity to explain their actions. Seeking legal advice at this stage can help you handle the situation effectively and minimize risks.

An investigatory meeting is typically the first step in addressing an issue. It allows you to gather facts and understand the situation before deciding if formal disciplinary action is necessary. A disciplinary hearing is a more formal process where the employee has the opportunity to respond to the allegations and potential consequences.

Yes, but it must be done in accordance with your company’s disciplinary and performance management procedures. It’s important to document any performance issues, provide clear feedback, and allow the employee to improve before considering dismissal.

Before dismissal, you should ensure that all options have been explored, including issuing written warnings, reassignment of duties, or providing additional support. You must follow the correct procedures, such as investigatory meetings and disciplinary hearings, to ensure the decision is legally justified.

If an employee disagrees with a decision, they can appeal the action. It’s important to follow your company’s appeal process, and consulting with a legal expert can help ensure the process is fair and reduces the risk of an Employment Tribunal.

Our team provides practical, step-by-step advice to ensure that your employee management processes are legally compliant and fair. Whether you need guidance on investigatory meetings, disciplinary procedures, or dismissals, we are here to help you handle sensitive issues effectively and minimise risks to your business.

Failing to follow the correct procedures can expose your business to legal challenges, including claims of unfair dismissal or discrimination, and could lead to reputational damage or financial penalties. Seeking advice from Backhouse Jones ensures that you follow the proper steps and reduce potential risks.