If you are searching for advice relating to ‘How to sack someone UK’, the experienced HR consultants at GAP HR are ideally placed to help. We offer pragmatic, commercially focused advice to small businesses around the country, working hard to ensure that their processes are legally compliant and helping them remain tribunal-free. Call us now … Read more
Apprenticeships are an increasingly popular way for businesses to train new talent while giving individuals the chance to earn an income at the same time. While an apprenticeship is often a win-win situation, sometimes things do not go as planned. Our HR experts are regularly approached by employers asking ‘Can you sack an apprentice?’ Call … Read more
Dealing with sick leave issues can be incredibly difficult for an employer. While most employers have genuine sympathy for employees suffering from ill-health, excessive absences can have a marked impact on your business’s productivity and, in turn, its profitability. At GAP HR, our expert HR consultants are regularly approached by business owners seeking answers to … Read more
The vast majority of UK employers use probationary periods for new starters. They are an ideal tool for assessing an employee’s suitability for the role and their cultural fit with your business’s ethos, and identifying any specific areas of strength and weakness. What happens, though, if things do not work out during the probationary period? … Read more
Probationary periods offer employers an invaluable opportunity to evaluate a new hire’s capabilities and assess whether they are the right fit for the organisation and its culture. Most probationary periods end with the employee being offered a permanent role. Sometimes, however, it becomes clear that things are not working out. When this happens, business owners … Read more
Sacking an employee is rarely pleasant, but sometimes it is unavoidable to maintain performance standards and protect your business. If you are in need of advice on how to sack an employee, our experienced HR advisors are perfectly placed to help. Call us now on 01491 598 600 or Click Here to Make An Enquiry … Read more
Mental health in the workplace has become a topic of increasing significance for employers. With one in four adults in the UK experiencing mental health problems at some point in their life, it is not uncommon for small business owners to face situations where an employee’s condition affects their work. In these situations, employers often … Read more
Having an employee who is unable to do their job due to ill health is an incredibly difficult situation for any employer to be in. While you may be empathetic to your employee’s situation, continuing to pay someone for a role that they cannot fulfil can be financially catastrophic, particularly for small businesses with limited … Read more
When an employee does something indefensible, our clients often call us and ask ‘Can you sack someone on the spot?’ While you may feel that the employee’s actions justify the immediate termination of their contract of employment, you must exercise extreme caution when considering this course of action. Call us now on 01491 598 600 … Read more
Few issues are as difficult or complex for employers as medical capability dismissals. A medical capability dismissal is an eventuality that nobody wants to face. Unfortunately, it is sometimes unavoidable, both to protect the employee’s health and ensure your business’s efficacy. Medical capability dismissals necessitate employers balancing compassion for their employee with their business needs … Read more
Running a small or medium-sized business, while often incredibly rewarding, can also present a whole host of challenges. You need to juggle finances, run operations, maintain customer relations, and, perhaps most challenging of all, manage people. As an employer, you may find yourself in a situation where an employee is simply not working out as … Read more
We get it – managing a team comes with its fair share of challenges. Sometimes, despite your best efforts, an employee may not be meeting the performance standards you’ve set. But can you just fire them? Don’t worry, because we’re here to tell you how you can dismiss an employee for poor performance, all while … Read more
Introduction Let’s face it – dismissing an employee fairly is never a walk in the park. But as a business owner, it’s crucial to handle the situation fairly and within the bounds of UK employment law. While the process may seem daunting, breaking it down into manageable steps can make it a bit less overwhelming. … Read more
There’s one employment law story dominating the headlines this week, and it’s P&O’s decision to sack 800 staff with zero notice. And in case you’re wondering what P&O did wrong, it’s NOT the fact that they made a business decision that they needed to let all of those staff members go – P&O have likely … Read more
Short answer to this is no (sorry, know you didn’t want to hear that!). They may have stormed out after a row. They may have calmly handed in their notice once their pay was on their bank account. But as far as they’re concerned, it’s over. You could try and get them to stay with … Read more
When you employ a new person, it is important to check references. All you are looking for is confirmation that they really did work for that company as stated on their CV. More than that is unrealistic to expect nowadays. But what else do you need to have? In addition to the usual references, sometimes … Read more
I was reviewing a contract today. They had a sentence in there:
“If you are considered to have committed gross misconduct then you will be summarily dismissed, with no notice or pay.”
Now I know what they are trying to say. They are just not saying it correctly.
When can you give verbal warnings to an employee?
Never! Verbal warnings were abolished in 2009.
At a recent talk I was asked “but can’t we keep using them, if they are part of our policies and procedures?”.
How much would you have to pay if you lost a discrimination case at tribunal – what is it capped at? Bad news – it is unlimited! Which is why all those female city bankers can claim millions of pounds in compensation. What irritates me more is when the NHS, who should know better, do … Read more
So. You’re a small business with just a few employees, and managing them is one job you have to do yourself. And do it well. Learn from the costly traps that other employers have fallen into, with this free guide on the pitfalls you simply must avoid. Remember these are the seven biggest mistakes that … Read more
This case was frustrating because my client had really bent over backwards to help, and it had backfired badly. The employee had resigned, and then said that as she was intending to move up north, and things hadn’t been finalised, could she stay on till the end of term (this was in a preschool). My … Read more
”I have been made redundant before and it is a terrible blow; redundant is a rotten word because it makes you think you are useless.” Billy Connelly Picture the scene. You’re about to make a redundancy announcement to a staff member. You are seated at your desk when there is a knock at the door. … Read more
This is a formula worked out by the CIPD to show companies that making “knee jerk” redundancies is not necessarily the easy and cheap way out of a financial bind. (n ×R) + (x ×H) + (x ×T) + ny(H + T) + Wz(P – n) Where: n = number of people made redundant R … Read more
