Dismissing an employee should be the last resort. Employers should establish facts without 'unreasonable' delay before making a staff dismissal.
DISMISSING STAFF: A dismissal takes place if an employer terminates one of their employee's contract.
As a rule, formal disciplinary action becomes necessary when all informal methods have failed to resolve a problem.
In the same way, employers should consider a dismissal as being the final course of action.
Dismissal procedures should be fair and consistent. But, even if the system fails, employees have the legal right not to get dismissed 'unfairly'.
This section explains the principles for handling workplace dismissals and disciplinary situations at work. The steps cover the correct procedures up to and including employee dismissals.
In some cases, you can get support and expert advice over the phone. Check out the contact details to get help and support for your business.
There is a law guide for taking disciplinary action against an employee. Follow these disciplinary rules when dealing with staff performance or poor conduct.
Ending an employee's contract dismisses a worker from your employment. But, even though there are various reasons for dismissing an employee, you must do it fairly.
There will be times when employers need to solve a workplace dispute. Use this guide about informal discussions and formal procedures for solving disputes at work.
Employers need to know the proper procedures for handling employee resignations. It can also include conducting an exit interview when a staff member quits work.
Part of employee management is handling grievances at work with fairness. It also includes knowing how to set up a grievance procedure and hold a grievance hearing.
What is a whistleblower and what are the procedures of whistleblowing for employees? This guide has all you need to know about blowing the whistle on workplace wrongdoing.
Dismissals and Disciplinary Procedures in the United Kingdom