In-person Conference
Dismissal for HR: 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
Live Attendance
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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 for HR: 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
Protected Conversation Strategy
How do you de-risk protected conversations with problem employees who are no longer an appropriate fit for the company, even though the employee may not recognise this?
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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10:55
Disciplinary Process Challenges
What are the key ways to progress a disciplinary process when the employee counters with multiple grievances, refuses to engage or goes off sick partway through?
Answered by Danielle Ingham of Trowers & Hamlins
Danielle is "a standout rising employment law star." "Approachable, empathetic, efficient." She delivers commercially minded and straightforward advice on all HR issues.
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11:35
Morning coffee
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11:55
Long-Term Sickness Dismissals
How do you approach capability dismissals in long-term sickness 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 Angela Brumpton of gunnercooke
Angela undertakes very high-profile and sensitive appeals and investigations for a major public body. "She is hugely experienced, a joy to work with - and a problem solver."
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12:35
One word against another
How do you handle sexual harassment allegations that took place on work nights out or involve two of your employees in their personal lives - i.e., potential workplace extensions and one word against another?
Answered by Mary Walker of Gordons
Mary is “highly pragmatic and business-focused, helping her HR clients to understand and work through the risks of any situation.” Clients include Wren Kitchens and Heron Foods.
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13:15
Lunch
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14:00
Suspected Neurodivergence
What are your options where neurodivergence is strongly suspected as a reason for poor performance or behaviour, but the employee seems unaware or refuses to seek a diagnosis?
Answered by Naeema Choudry of Eversheds Sutherland
Naeema sits as an Employment Tribunal Judge for the Midlands. "She is a seasoned handler of executive exit work and other highly sensitive and contentious scenarios."
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14:40
Off-the-Record Allegations
How should you deal with 'off the record' allegations from employees who explicitly state they 'want to make HR aware' but 'don't feel comfortable' with you taking action because of a power imbalance?
Answered by Alison Treliving of Squire Patton Boggs
Alison is “one of THE names in employment - practical and solution-driven and never baffling with legalese." She is highly experienced in complex discrimination claims.
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15:20
Over-run
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16:00
Close of conference
Live Attendance