In-person Conference
Dismissal: Shaping New Developments into Solution-Focused Answers for Employers
Solution-Focused, Court-Proven, Answers to 6 of the Thorniest Dismissal Questions Facing Employers: Directly from 7 Top-Rated Lawyers
5 hours CPD
Live Attendance
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Highly recommended
Out of 18,427 evaluation forms, 96.73% said "Yes, I would recommend White Paper to a colleague"
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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
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09:30
Registration and coffee
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10:00
Chair's Introduction
Dismissal: Shaping new developments into solution-focused answers for employers
Chaired by Edward Kemp of Matrix Chambers
Edward is “a first-choice counsel”. He “picks up and understands complex matters with speed” and is particularly sought after for challenging cases raising novel points of law.
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10:15
Mental health
How do you tackle an ongoing performance situation where mental health (1) appears to be a contributing factor and (2) turns into an actual factor because of the process you set in motion?
Answered by David Whincup of Squire Patton Boggs
David is a "leading light" and a superb public speaker. “He always gives far more than is required when assisting HR clients.” "He seems to know every angle."
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10:55
Confidential complaints
How - practically and legally - should you act when receiving broad allegations about an individual, with complainants stating that they "want to make HR aware" but "don't feel comfortable" in providing specific details?
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.”
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11:35
Morning coffee
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11:55
SOSR
How do you mitigate the risks of using SOSR as the reason for dismissal when a working relationship has broken down, even if the employee may not recognise this, supported by practical examples?
Answered by Oliver Spratt of Morrison Foerster
Oliver is “exceptional for termination issues - responsive, commercial, pragmatic, and a pleasure to work with.” “He quickly became a trusted adviser.”
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12:35
Redundancy selection
What are the implications for redundancy selection criteria if an employee is pregnant or on maternity leave, and what is the priority order for suitable alternative roles vis-à-vis candidates with other protected characteristics?
Answered by Gareth Brahams of BDBF
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."
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13:15
Lunch
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14:00
Neurodiversity
How do you manage a potentially neurodiverse colleague who refuses to seek help and continues to work - on amended duties - staying below absence triggers with no prospects of improvement in sight?
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.”
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14:40
Long-term Sickness
How do you de-risk capability dismissals in long-term sickness absence cases, where (1) OH is sitting on the fence, but a return to work seems unrealistic, and (2) the employee insists on returning but repeatedly and quickly falls sick again?
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."
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15:20
Over-run
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16:00
Close of conference
Conference Rate
Live Attendance