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Disciplinary procedures

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Should a dismissing manager meet an employee before dismissal?

By Mark Hamilton and Claire Maclean
  • Disciplinary procedures
  • Discrimination
  • Employee welfare
  • Employment policies
  • Equality Act
  • General
  • Grievance and Disciplinary
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Balancing beliefs in the workplace: lessons from Higgs v. Farmor’s School

By Harriet Gray
  • Disciplinary procedures
  • Employment policies
  • General
  • Legislation
  • Legislative Changes
  • Proposed Legislative Changes
  • Vicarious liability

New employer considerations amid the UK government’s introduction of a “failure to prevent fraud” offence

By Laura Jackson
  • ACAS
  • Disciplinary procedures
  • Employee welfare
  • Suspension
  • Wellbeing

Acas publishes new advice on staff suspensions at work

By Amy Gordon
  • ACAS
  • Compensation
  • Disciplinary procedures
  • Discrimination
  • Grievance and Disciplinary
  • Redundancy and business reorganisation
  • Sex Discrimination
  • Tribunal claims

ACAS Code applied to sham redundancy procedures

By Verity Buckingham
  • Constructive dismissal
  • Disciplinary procedures
  • Termination

The last straw: what does it take to break the camel’s back?

By Sarah Lovell
  • Disciplinary procedures
  • Unfair dismissal

Investigations: getting the balance right

We are reminded by a recent decision of the Employment Appeal Tribunal (EAT) that the purpose of an investigation should […]

By Claire McKee
  • Disciplinary procedures
  • Grievance and Disciplinary
  • Termination
  • Tribunal claims
  • Unfair dismissal

Covert recordings: "For the times they are a-changing"

Almost everyone carries around with them a recording device nowadays, in the form of a smartphone or wearable technology.  Where […]

By Claire McKee
  • Disciplinary procedures

Is it still viable to run an internal disciplinary process alongside criminal proceedings?

The Court of Appeal’s decision in the case of North West Anglia NHS Foundation Trust v. Gregg [2019] EWCA Civ […]

By Michelle Lamb
  • Disciplinary procedures
  • Grievance and Disciplinary
  • Termination
  • Tribunal claims
  • Unfair dismissal

Disciplinary investigations: Common sense and even-handedness should prevail

In the recent Employment Tribunal (ET) case of Ball v. First Essex Bus Limited, the claimant, a 60-year-old bus driver […]

By Claire McKee
  • Disciplinary procedures
  • Discrimination
  • Tribunal claims

Context is key in claims of harassment

In the recent case of Evans v. Xactly Corporation Limited the EAT considered whether calling an employee a “fat ginger […]

By UK People Reward and Mobility Team
  • Disciplinary procedures
  • Unfair dismissal

EAT finds you cannot cherry pick from without prejudice conversations

The Employment Appeal Tribunal (EAT), in the recent case of Graham v. Agilitas IT Solutions Ltd. (Agilitas), ruled that an employer cannot rely on parts of a without prejudice conversation held in accordance with s.111A of the Employment Rights Act 1996 (ERA) and/or the "common law" without prejudice rule, whilst at the same time seeking to use the without prejudice rule as a shield in reference to that same conversation. S.111A of the ERA permits discussions between an employer and an employee with a view to terminating employment on agreed terms to remain confidential and inadmissible in proceedings before a tribunal for unfair dismissal.

By UK People Reward and Mobility Team

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