FAQs

How can I reduce the risk of lawsuits due to wrongful termination?

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.

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Other questions we get asked about Support

Support

What documents should we keep during grievances/disciplinaries?

Investigatory notes, statements, letters/invitations, evidence considered, outcome letters, and appeal records. Store securely and only as long as necessary.

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Support

How do we handle disciplinaries?

Start with a fair investigation. Consider suspension only if necessary. If there’s a case to answer, invite to a hearing with evidence, allow a companion, decide an appropriate outcome, and offer a right of appeal.

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Support

If an employee is sick during their notice period do I pay SSP or normal pay?

You pay normal pay if the employee is off sick and unable to work during their notice period.

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Support

How much notice do I need to give a leaver?

The statutory notice period in the UK depends on how long an employee has worked for their employer: 1 month to 2 years: At least one week’s notice 2 to 12 years: One week’s notice for each year of service, up to a maximum of 12 weeks 12 years or more: 12 weeks’ notice Contractual […]

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Support

What are the legal requirements for redundancy pay?

Statutory redundancy pay if employees have at least 2 years of continuous service. The amount paid depends on age, years of service, and weekly salary (up to a cap). The formula is: half a week’s pay for each full year you were under 22 one week’s pay for each full year you were 22 or […]

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Support

An employee’s been absent for a while. What should we do?

Keep in touch sensitively, hold review meetings, seek medical/Occupational Health advice. Consider reasonable adjustments, and follow your absence/capability policy. Treat long-term sickness fairly and consistently.

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