You pay normal pay if the employee is off sick and unable to work during their notice period.
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.
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 continue with an investigation if the person goes off sick, but you should be mindful of their health. Consider adjusting the process to accommodate their condition, such as delaying interviews or offering alternative communication methods. Ensure the employee is treated fairly and reasonably throughout the process. For free managers guides and templates […]
Read moreCheck the employment contract for a layoff clause. Provide written notice explaining the reason for the layoff. Offer statutory guarantee pay if eligible. Consult with the employee and explore alternatives (e.g., reduced hours). If the layoff is extended, consider redundancy procedures. The employee can also request redundancy. Employees can apply for redundancy and claim redundancy […]
Read moreMake repeated contact attempts, document everything, and invite them to a meeting. If no valid reason emerges, manage under your disciplinary policy.
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 […]
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