Registration and coffee
Redundancy and Dismissal: Hints, Tips and Solution-Focused Answers for Employers
Thu 22 November 2018
The Lowry Hotel 50 Dearmans Pl Manchester M3 5LH
Answers to 13 Thorny Questions: Directly from 8 of the UK's Most Experienced Lawyers
5 hrs CPD
£249 + VAT
Redundancy and Dismissal: hints, tips and solution-focused answers for employers
Chaired by: Martin Chitty of Gowling WLG
Martin is one of the UK's most skilled and tactically astute employment lawyers. "He takes the legal framework and uses it to drive forward a practical course of action."
When constructing the redundancy selection grid, what weight should you give to soft measures such as attitude and diligence?
How do you measure them?
Answered by: Phil Allen of Weightmans
Phil has a real gift for providing straightforward, user-friendly advice on complicated HR problems. He regularly represents employers before the Employment Tribunals.
Using real-life examples, what is the root cause of the trouble with protected conversations?
Why do they go wrong and how can you put them right?
Answered by: Kirsty Rogers of DWF
Kirsty is "brilliant - a joy to work with - and a problem solver." "She does an incredible job." She sees "the world through commercial eyes and understands business."
Stress & anxiety
In a grievance, disciplinary or under-performance situation, what can you do - practically and legally - if the employee responds by taking long-term sickness leave, for reasons of stress or anxiety?
Answered by: Malcolm Pike of Addleshaw Goddard
Malcolm Pike is a pre-eminent employment lawyer; a national leader." He is a contributor to Butterworth's Employment Encyclopedia and Jordan’s Employment Law.
Other substantial reason
Is it possible to dismiss an employee because of persistently poor behaviour, e.g. bad manners, undermining, not speaking to people?
What evidence is going to persuade a tribunal?
Answered by: Chris Thompson of Gateley
Chris continues to impress with his "stellar employment law practice." He covers compliance, risk management, engagement models, restrictive covenants and litigation.
What happens if you can't agree over flexible working options with an employee returning from maternity or shared parental leave?
When is a capability dismissal your best option?
Answered by: David Whincup of Squire Patton Boggs
David is a "leading light" and highly gifted public speaker. He always gives far more than is required when assisting HR clients. "He seems to know everything."
Drawing on live cases, what counts as being fair and not fair at the investigatory stage?
Just what is fair enough when it comes to the tribunal?
Answered by: Neil Black of Pinsent Masons
Neil is immensely experienced, a great communicator and at the forefront of developments. "He is very pragmatic and always gives you practical solutions."
When restructuring, what are the benefits of dismissal and re-engagement over redundancy (and vice versa)?
Where are the risks?
Answered by: Emma Burrows of Trowers & Hamlins
Emma is "razor sharp, incredibly clued up and achieves sensational results." She is a popular commentator on HR issues, appearing frequently in the Press and on TV/Radio.
Close of conference