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 6 Top-Rated Lawyers
Live Attendance
-
Highly recommended
Out of 20,909 evaluation forms, 97.23% said "Yes, I would recommend White Paper to a colleague"
-
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
-
09:30
Registration and coffee
-
10:15
Obstructive behaviour
How do you progress a performance management process where an employee actively resists by refusing to engage, alleging bullying, or going off sick partway through?
Answered by Rebecca Peck, 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.
-
10:55
Word-against-word
How far do you delve into word-against-word situations involving inappropriate behaviour between employees at a work conference, Christmas party or work night out?
Answered by Danielle Ingham
Danielle is "a standout rising employment law star." "Approachable, empathetic, efficient." She delivers commercially minded and straightforward advice on all HR issues.
-
11:35
Morning coffee
-
11:55
Neurodivergence
When - and how - do you draw the line when undiagnosed neurodivergence is said to be a contributing factor, but reasonable adjustments are not making the required difference?
Answered by Angela Brumpton, gunnercooke
Angela undertakes high-profile and sensitive appeals and investigations for a major public body. She is described as “hugely experienced” and “a trusted problem-solver.”
-
12:35
Cultural misalignment
When is enough enough if an employee is difficult, negative, culturally misaligned or a mischief-maker — but not objectively underperforming?
Answered by Mary Walker, Gordons
Mary is “highly pragmatic and business-focused, helping HR teams work through complex and high-risk situations.” Her clients include Wren Kitchens and Heron Foods.
-
13:15
Lunch
-
14:00
Mental health
How do you minimise risk when commencing a performance conversation for persistent and disruptive absences caused by an underlying mental health condition?
Answered by Bryn Doyle, Lewis Silkin
Bryn is known for his ability to find solutions to complex workplace issues, including mental health. He is “a superb communicator” and co-chairs the Manchester Employment Law Forum.
-
14:40
Alternative employment
What amounts to "suitable alternative employment" in a redundancy situation for employees on maternity leave? What if they could feasibly do it, but are not a good match and would need a lot of training?
Answered by Naeema Choudry, 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."
-
15:20
Over-run
-
16:00
Close of conference
Live Attendance