Clear employee objectives help SMEs improve accountability, clarify expectations and manage performance more consistently. This article explains common objective-setting mistakes, why regular reviews matter and how clear documentation can support fair capability and performance management processes.
Read my Top Tips to setting objectives
Right To Work In The UK Preventing Illegal Working, Guidance For Owners Of SMEs Under the Immigration and Asylum Act it is a criminal offence to employ someone who is 16 or over and not entitled to work in the
Accurate note taking during disciplinary hearings can become critical if decisions are later challenged through appeals, grievances or Employment Tribunal claims. This article explains why disciplinary records matter, common note-taking mistakes SMEs make and how clear, evidence-led documentation can help businesses manage formal HR processes more fairly and consistently.
The UK Agency Workers Regulations (AWR) 2010 ensure that temporary agency workers are entitled to the same basic working and employment conditions as directly-hired staff. They guarantee equal treatment regarding pay, working time, and holidays after a 12-week qualifying period, alongside “day one” rights.
Disciplinary hearings can become high-risk very quickly for SMEs, particularly where serious allegations or dismissal are being considered. Employers should ensure disciplinary decisions are supported by fair investigations, clear evidence, proper documentation and consistent procedures. This article explains common disciplinary hearing mistakes and why preparation, process and proportionality are essential for reducing legal and employee relations risks.
Allegations of dishonesty can be difficult and high-risk for SMEs to manage, particularly where trust has broken down or dismissal is being considered. However, employers should avoid making rushed decisions based on suspicion or assumptions alone. This article explains why fair investigations, evidence-led decision making, documentation and proportionate disciplinary procedures are essential when managing workplace dishonesty concerns.
Read my Top Tips to what you can do if you suspect dishonesty, if a theft occurs and how to deal with an allegation of dishonesty and rebuild trust afterwards.
In some cases, it may be appropriate for you to suspend an employee from work pending the completion of an investigation. However, given the serious implications of suspension for an employee, including for his or her morale and professional reputation, you must ensure that the circumstances of the case justify it, and that it is necessary to ensure a fair investigation. Suspension will not be necessary in every case.
Read my Top Tips to suspending an employee and download my template letter to confirm a period of suspension.
Return to Work Meetings help combat persistent absences as staff know their absence will be noticed and will be questioned on their return to work.
This is the third in a series of articles discussing Fair Reasons for Dismissal and Unfair Dismissal. For a dismissal to be fair it must be based on one of five reasons, the second article discussed the Fair Process for a Misconduct Dismissal and this article I take a brief look at the remaining four reasons.
Misconduct is one of the five fair reasons for dismissing an employee read my tips to achieving a fair misconduct dismissal and avoid an unfair dismissal claim
Call Us