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
-
Highly recommended
Out of 20,067 evaluation forms, 97.13% said "Yes, I would recommend White Paper to a colleague"
-
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
Programme
-
09:30
Registration and coffee
-
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'.
-
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.”
-
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.
-
11:35
Morning coffee
-
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.
-
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."
-
13:15
Lunch
-
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.”
-
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."
-
15:20
Over-run
-
16:00
Close of conference