In-person Conference

Dismissal for HR: Shaping New Developments into Solution-Focused Answers for Employers

Solution-Focused, Court-Proven, Answers to 6 Thorny Questions Facing Employers: Directly from 7 Top-Rated Lawyers

5 hours CPD

Bookings have now closed for this conference

  • Live attendance at The Caledonian Club, London on 21/11/2023
  • Information you won't find elsewhere

    Our experts talk under Chatham House Rule, so you get the best, most readily usable information they wouldn't share elsewhere


  1. 09:30

    Registration and coffee

  2. 10:00

    Chair's Introduction

    Dismissal: Shaping new developments into solution-focused answers for employers

    Chaired by Catherine Taylor of CMS

    Catherine is "immensely experienced, a great communicator, and at the forefront of developments." She is joint author of 'Employment Law Checklist' and 'Employee Competition'.

  3. 10:15

    Anonymous complaints

    If no one will go on record - stating "I don't want you to do anything", "I'm just letting you know" - but the complaints keep coming about that one person, when do you take decisive action?

    Answered by Paul Fontes of Eversheds Sutherland

    Paul is "one of the real stars of UK employment law." "He helps you work within the commercial realities, ensuring you meet your business needs and mitigate risks.”

  4. 10:55

    Gross misconduct

    Although dismissing for gross misconduct could be a stretch, you feel the working relationship is irretrievably damaged - how can you resolve the situation fairly, legally and effectively?

    Answered by Mary Walker of Gordons

    Mary is “highly pragmatic and business-focused, helping her HR clients to understand and work through the risks of any situation.” Clients include Wren Kitchens and Heron Foods.

  5. 11:35

    Morning coffee

  6. 11:55

    Mental health considerations

    To what extent should you consider an employee's mental health when evaluating (1) underperformance, (2) grievances, or (3) recommending a suspension - in the absence of meaningful medical info?

    Answered by Mark Landon of Weightmans

    Mark is "acclaimed for his skill in deeply complex dismissal cases." He is a sought-after media commentator and a trustee of the disability charity, Changing Faces.

  7. 12:35

    Short-notice dismissals

    How do you navigate the complexities of short-notice dismissals for new employees who fail to meet expectations, in other words, it was simply the wrong hire, including protected conversations?

    Answered by Gareth Brahams of Brahams Dutt Badrick French

    Gareth is renowned for taking on and beating some of the largest employers and LLPs in the world. He is "flawless as a lawyer - exceptional in every respect."

  8. 13:15


  9. 14:00

    Frequent absence issues

    Where and how can you draw the line if an employee frequently misses work, saying "I think I may have stress and depression", and won't engage with you despite you offering reasonable adjustments?

    Answered by Paul Jennings of Bates Wells

    Paul is "an excellent legal strategist, commercially astute, a bastion of clarity and good advice." "He does an incredible job for his HR clients.”

  10. 14:40

    Difficult behaviour

    How do you tackle an employee who deflects blame, resists feedback, and initiates complaints or grievances when confronted, fuelling a recurring cycle of difficulties?

    Answered by Emma Burrows of Trowers

    Emma is "lauded for her expertise in carrying out investigations for her clients." "She operates commercially and pragmatically and gives sound advice."

  11. 15:20


  12. 16:00

    Close of conference

Conference Rate

Bookings have now closed for this conference

  • Live attendance at The Caledonian Club, London on 21/11/2023