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

  • Attend the conference in-person at The Caledonian Club, London
  • Date: Wed, 25 Sept 2024
  • Rate: £249 + VAT per person
  • 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 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.

  3. 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."

  4. 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.”

  5. 11:35

    Morning coffee

  6. 11:55


    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.”

  7. 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."

  8. 13:15


  9. 14:00


    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.”

  10. 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."

  11. 15:20


  12. 16:00

    Close of conference

Conference Rate

Live Attendance

  • Attend the conference in-person at The Caledonian Club, London
  • Rate: £249 + VAT per person