For obvious reasons, the termination of employment is the event most likely to trigger a potential claim and needs to be handled with caution and sensitivity. You need to be clear that you have valid grounds for dismissal and ensure that you follow a fair process before any final decision is made. The exact procedural steps required will depend upon and the nature of proposed dismissal and the individual circumstances of the case:
Misconduct: Have you undertaken a fair investigation; conducted a disciplinary hearing; considered the use of warnings?
Performance: Have you issued warnings; targets; improvement plans; offered support?
Incapacity: Have you considered all relevant medical evidence; occupational health guidance; consulted with the employee; considered alternatives and adjustments?
Redundancy: Have you issued warnings; considered selection pools; completed a scoring matrix; undertaken consultation; explored alternatives?
TJD Law can assist with:
- Advice and guidance on the potential grounds for dismissal
- Support with investigations and internal procedures
- Drafting invite and decision letters, warnings and improvement plans
- Conducting a fair internal appeal process
- Defending Employment Tribunal claims for wrongful, unfair and constructive dismissal
- Termination of employment under a Settlement Agreement