In-person Conference
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
Bookings have now closed for this conference
-
Highly recommended
Out of 20,067 evaluation forms, 97.13% 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
-
10:00
Chair's Introduction
Dismissal: Shaping new developments into solution-focused answers for employers
Chaired by Simon Lambert, Sagrave Law
Simon has a stellar reputation for employment law and sits as an Employment Law Judge. He has 20 years experience including as Group Legal and HR Director for CentreGreat Group.
-
10:15
Off-the-Record Allegations
How should you handle 'off the record' allegations from employees who explicitly state they 'want to make HR aware' but 'don't feel comfortable' with action being taken because of a power imbalance?
Answered by Julie Young, Eversheds Sutherland
Julie advised a FTSE 100 client through a highly sensitive whistleblowing and discrimination grievance and subsequent Employment Tribunal claim with a value of circa £400,000.
-
10:55
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 Louise Price, Hugh James
Louise acts for household name clients including as an Investigating Officer in a complex matter involving four grievances. “She gives top-level employment advice and is a clear strategic thinker.”
-
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 Anna Denton-Jones, Refreshing Law
Anna is acclaimed for her skill in complicated employment law cases. She works closely with her HR clients including managing employees’ challenging behaviour and contentious matters.
-
12:35
Long-term sickness
How do you de-risk 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 David Lewis, Capital Law
David has extensive experience in contentious employment law, including discrimination and all forms of tribunal litigation. He is a regular commentator in national newspapers and on the radio.
-
13:15
Lunch
-
14:00
Neurodiversity
What is ‘reasonable’ when it comes to (1) an employee's struggle with executive function and maintaining consistent productivity and (2) behaviours or mannerisms that may be upsetting to colleagues?
Answered by Lowri Phillips, Geldards
Lowri advised a national charity on the dismissal of its Chief Executive following gross misconduct allegations. “She is pragmatic, expertly balancing the law and the commercial requirements.”
-
14:40
Sexual harassment
In light of new legislation, when does banter become sexual harassment, how do you protect employees, and how do you investigate allegations that took place outside the workplace?
Answered by Lucy Lewis, Lewis Silkin
Lucy is “a go-to lawyer for all employment-related matters - technically excellent, solution-focused and pragmatic.” She recently defended a large number of complicated discrimination cases.
-
15:20
Over-run
-
16:00
Close of conference