# 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

- Format: In-person
- Date: Wednesday, 19 March 2025, 10:00AM to 4:00PM (registration from 9:30AM)
- Venue: The Lowry Hotel, 50 Dearmans Place, Manchester, M3 5LH
- 5 hours CPD
- Rates: Live Attendance £249.00 + VAT per person
- Status: This conference has taken place
- Book: https://whitepaper.co.uk/conferences/hrmanchester25

## Programme

- 09:30 Registration and coffee
- 10:00 Chair's Introduction: Dismissal for HR: Shaping new developments into solution-focused answers for employers
  - Chaired by Paul Smith, Broadway House Chambers
- 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, Bexley Beaumont
- 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, Trowers & Hamlins
- 11:35 Morning coffee
- 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, gunnercooke
- 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, Gordons
- 13:15 Lunch
- 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, Eversheds Sutherland
- 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, Squire Patton Boggs
- 15:20 Over-run
- 16:00 Close of conference

## How to book

Choose a rate on the [conference page](https://whitepaper.co.uk/conferences/hrmanchester25) 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).