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 and Employment Judges
5 hours CPD
Bookings have now closed for this conference
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Highly recommended
Out of 20,067 evaluation forms, 97.13% 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 Paul Smith of Broadway House Chambers
Paul is “an exceptional court advocate.” “His knowledge of the law is encyclopaedic, and he provides carefully considered, commercial advice.” He sits as an Employment Judge.
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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 Rebecca Peck of Bexley Beaumont
Rebecca primarily works with national employer clients. “Her advice, support and professionalism are exceptional” and she sits as a fee-paid Employment Judge.
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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