Dismissal: Shaping New Developments into Solution-Focused Answers for Employers in Scotland
Solution-Focused, Court-Proven, Answers to 6 of the Thorniest Dismissal Questions Facing Scottish Employers: Directly from 7 Top-Flight Lawyers
Live Attendance
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Highly recommended
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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
How will upcoming reforms to unfair dismissal impact how you hire, manage and exit staff?
Answered by Paul Smith, Broadway House Chambers
Paul is “an exceptional court advocate.” “His knowledge of the law is encyclopaedic; he provides highly commercial advice; and he brings a huge number of cases to the table.”
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10:15
Neurodivergence issues
How much leeway do you have where a neurodivergent condition is raised late, informally or without a formal diagnosis - to explain difficult behaviour or poor performance?
Answered by Alan Delaney, Morton Fraser MacRoberts
Alan regularly appears at employment tribunals throughout the UK and acts in high-value and sensitive mediations. "He simplifies the most complex situations into usable and pragmatic advice".
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10:55
Sexual Harassment
What counts as “all reasonable steps” to prevent sexual harassment — and how does that change the way you investigate, discipline or dismiss when a complaint is made?
Answered by Lynne Marr, Brodies
Lynne offers particular strength in handling complex harassment and discrimination cases. “She is brilliant: commercial and responsive, understanding business and risk appetite.”
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11:35
Morning Coffee
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11:55
Active Resistance
How do you keep control of a performance process where the employee actively resists — going off sick, alleging bullying, or raising a complaint against HR?
Answered by Noele McClelland, Thorntons
Noele is "a problem-solver”, superb at unfair dismissal proceedings. She “really understands the practical, real-life application of employment law within an organisation."
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12:35
Cultural Misalignment
When can you act if an employee is difficult, culturally misaligned or a mischief-maker — but not objectively underperforming?
Answered by Morag Hutchison, Shepherd and Wedderburn
Morag “cuts to the chase, provides direct, clear advice and makes any challenge her HR client is dealing with seem easy to manage.” “She is a superb speaker and communicator.”
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13:15
Lunch
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14:00
AI Generated Appeals & Grievances
How far can you push back on AI-generated grievances or disciplinary appeals that are excessive, misguided or simply wrong — without hampering the investigation or hearing?
Answered by Euan Smith, Eversheds Sutherland
Euan “transforms the most complex problems into clear, accessible and pragmatic advice for HR clients.” He is a highly sought after commentator on national TV and Radio.
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14:40
Disability-Related Absence
When is “enough enough” in disability-related absence cases - frequent intermittent absences, a refusal to engage with HR or OH, and prolonged absence?
Answered by Dawn Dickson, Anderson Strathern
Dawn represents employers in tribunal claims for unfair dismissal, breach of contract and discrimination. “She is exceptionally knowledgeable and a second-to-none advocate.”
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15:20
Overrun
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16:00
Close of conference
Live Attendance