Our employment lawyers are passionate about helping clients sort their work problems
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19th November 2024
18th July 2024
Over the years, we have had numerous discussions with clients about terminating the employment of someone who is not very good at their job. Almost inevitably, at some point during the conversation, the client will ask why we can’t just make him redundant? Our answer is generally because the job isn’t redundant.
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On Friday I sat through a meeting where an employee went through half of a box of tissues, recounting the trauma of her removal from her employer’s premises in the context of a termination by way of a generous compromise agreement. At the start of a redundancy or disciplinary process, we are often asked to advise employers on whether they can walk an employee off the premises, suspend him from the intranet and get back his mobile phone, laptop computer and security pass. The employment law answer is a straightforward “no”, business pragmatism often dictates otherwise.
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I was due to represent an individual client in a three day tribunal hearing on 16, 17 and 18thFebruary. Once again, the case has settled shortly before the hearing, just as I was clearing my desk of other work in order to prepare for the case. Whilst we have a very successful track record in the tribunals we aren’t there very often. In common with many employment lawyers, most of our cases settle. With a sudden absence of things to do, I decided to write about why.
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Employease has provided expert advice in employment law since 1994. We advise employers and employees on all aspects of complex and rapidly changing UK and EU employment legislation.
Our employment lawyers advise on a wide range of contentious and non contentious matters including contracts and staff handbooks, TUPE advice, dismissals, disciplinary investigations, redundancies and tribunal disputes.
Speak to one of our employment law advisers today.
