Guide
If your business finds itself in the situation where it has to hold a disciplinary hearing, then you’ll need to hold an investigation prior to that. It’s an essential part of the process.
Guide
Read this guide on dealing with disciplinary appeal processes. And how to manage appeals raised by your employees.
Guide
In this guide, we'll look at what a disciplinary procedure is, what UK laws apply, and how to manage a fair procedure for such issues.
Guide
This guide explains everything you need to know when it comes to having difficult conversations at work.
Guide
When an employee faces a disciplinary hearing, you need to make sure the correct steps are taken throughout the entire process.
Guide
In this guide, we’ll look at the rules on verbal warnings, using formal, and informal warnings; and the how to stay on the right side of the law legal rules when actioning one against an employee.
Blog
A disqualified company director has been found guilty of continuing to act as one when disqualified has been ordered to pay £100,000 or face imprisonment after transferring company funds to his personal account
Blog
In a recent case, Miss C Berry v Anglian Water Services Ltd, the claimant bought claims for disability harassment, failure to make reasonable adjustments for disability and constructive dismissal against the respondent.
Blog
An Essex restaurant owner has been ordered to pay back his fraudulent Covid loan plus interest within three months in full or face a longer stint in prison.
Blog
A company and a contractor were fined last week, after an incident that forced an evacuation of 30 homes in the Derbyshire village of Wessington.
Blog
Brand Energy and Infrastructure Services UK, a construction company based in Eastbourne, have been fined £1.6 million after a 24-year-old man was crushed to death on their South Cliff Tower site.
Blog
December is usually a time for end of year celebrations. Unfortunately, when groups of people come together, there is an increased risk of issues arising and it’s important for employers to consider these risks in their planning. Let’s look at how employers can ensure everyone has a good time whilst complying with the proactive duty to prevent sexual harassment.
