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Protected conversations with employees allow employers to discuss a possible agreed departure without immediately starting a disciplinary, capability or redundancy procedure. They can help when the employment relationship has become...
The SOSR dismissal procedure may allow an employer to dismiss an employee for a substantial reason that does not fall within conduct, capability, redundancy or a statutory restriction. SOSR means...
Suspending an employee pending investigation may sometimes help an employer protect evidence, witnesses or the workplace while it examines serious allegations. However, suspension should not be an automatic response to...
Redundancy selection criteria for employers must provide a fair and objective way to decide which employees remain in roles and which employees face redundancy. Selection is often one of the...
Settlement agreement tax for employers can be complicated because different parts of the same payment may receive different tax treatment. Some payments must go through payroll with deductions for Income...
An employment tribunal preliminary hearing can shape how a claim progresses, what issues the tribunal will decide and what each party must do before the final hearing. Some preliminary hearings...
Employment tribunal witness statements set out the evidence that each witness will give at the final hearing. They often form a central part of an employer’s defence. A strong statement...
Without prejudice discussions with employees can help employers explore a settlement without the negotiations normally being used as evidence in later legal proceedings. However, writing “without prejudice” on an email...
