To minimise legal risks:
Consult Experts – Seek HR advice when handling complex HR matters!
Follow Employment Laws – Stay updated on labour laws and regulations.
Document Everything – Keep detailed records of performance, complaints, and terminations.
Train Managers & HR – Provide training on fair hiring, workplace conduct and payroll compliance.
Use Clear Policies – Ensure policies on termination, discrimination, and wages are well documented and consistently applied.
Conduct Regular Audits – Review payroll, contracts, and workplace practices to identify risks.
You continue the suspension process, as a fit note for work-related stress does not override the suspension. However, you should acknowledge the fit note, offer support, and manage the investigation sensitively.
Read moreWorkplace harassment is any unwanted conduct related to a protected characteristic (e.g., age, race, sex, disability, religion) that creates an intimidating, hostile, degrading, humiliating, or offensive environment. Harassment can include verbal, physical, or non-verbal behaviour and can involve bullying, inappropriate jokes, or discriminatory comments (For a free Managers Guide , go to How To HR […]
Read moreYou pay normal pay if the employee is off sick and unable to work during their notice period.
Read moreNo, an employee doesn’t need to be signed back to work by a doctor unless their employer specifically requires it, such as for health and safety reasons. Fitness to work should be discussed at the return to work meeting.
Read moreInvest in manager training, set clear expectations, keep documentation tidy, and resolve issues informally where appropriate. Consistency and early intervention prevent escalation.
Read moreMake repeated contact attempts, document everything, and invite them to a meeting. If no valid reason emerges, manage under your disciplinary policy.
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