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 11 Thorny Questions: Directly from 7 of the UK's Most Experienced Lawyers
5 hrs CPD
This conference is now over
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: Nicholas Siddall of Littleton Chambers
Nick "has an exceptional understanding of employment law". He "sees the issues before anybody else" and "impresses with his no-nonsense approach, pragmatism and great judgement".
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: Alison Treliving of Squire Patton Boggs
Alison is highly experienced in complex discrimination claims. "She is practical, solution-driven and charming." "She never baffles clients with legalese."
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: Peter Norbury of Eversheds Sutherland
Peter is hugely experienced at handling difficult tribunals and internal investigations. "He is a great communicator and always gives you practical solutions."
Close of conference