# 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

- Format: In-person
- Date: Wednesday, 25 September 2024, 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 £249.00 + VAT per person
- Status: This conference has taken place
- Book: https://whitepaper.co.uk/conferences/dismissal242

## Programme

- 09:30 Registration and coffee
- 10:00 Chair's Introduction: Dismissal: Shaping new developments into solution-focused answers for employers
  - Chaired by Paul Smith, Broadway House Chambers
- 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, Squire Patton Boggs
- 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, Bates Wells
- 11:35 Morning coffee
- 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, Bexley Beaumont
- 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, BDBF
- 13:15 Lunch
- 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, Eversheds Sutherland
- 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, 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/dismissal242) 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).