# 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

- Format: In-person
- Date: Tuesday, 21 November 2023, 10:00AM to 4:00PM (registration from 9:30AM)
- Venue: The Caledonian Club, 9 Halkin Street, London, SW1X 7DR
- 5 hours CPD
- Rates: Live Attendance £299.00 + VAT per person
- Status: This conference has taken place
- Book: https://whitepaper.co.uk/conferences/dismissal23

## 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, CMS
- 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, Eversheds Sutherland
- 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, Gordons
- 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, Weightmans
- 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, Brahams Dutt Badrick French
- 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, Bates Wells
- 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, Trowers
- 15:20 Over-run
- 16:00 Close of conference

## How to book

Choose a rate on the [conference page](https://whitepaper.co.uk/conferences/dismissal23) and press Book Now. Checkout asks for the booking contact and company address, then each delegate's name and email, then payment: Credit/Debit Card, or Bank Transfer/Cheque to be sent an invoice. Bookings are subject to the [booking policy](https://whitepaper.co.uk/booking-policy).