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.
Acknowledge promptly Investigate impartially Hold a grievance meeting (allow a companion), decide and confirm in writing, and offer an appeal. Keep clear records and timeframes.
Read moreYou pay normal pay if the employee is off sick and unable to work during their notice period.
Read moreInvestigatory notes, statements, letters/invitations, evidence considered, outcome letters, and appeal records. Store securely and only as long as necessary.
Read moreYes, you can dismiss someone with a disability, but only if there is a fair reason, such as misconduct or capability issues, and after considering reasonable adjustments. Dismissal must not be related to the disability itself, to avoid discrimination claims. For free managers guides and templates – Supporting Disabilities support (Support section) 👉 – https://breathingspacehr.co.uk/how-to-hr/
Read moreWritten employment contracts, core policies (disciplinary, grievance, absence, equality, data protection), Ro-work checks, payroll and auto-enrolment, Basic H&S, and compliant onboarding. Add a staff handbook as you grow.
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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