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Managing staff and implementing dismissals

The days of “hiring and firing” are long gone.  Most employers now accept that dismissing an employee is an exercise which should be entered into with careful planning and consideration.

As the press is so quick to report, tribunal claims are at an all time high.  Because of this, businesses need to be alive to the risks of any dismissal before taking the decision to terminate an individual’s employment.

Dismissals need to be implemented in accordance with the requirements of employment legislation.  The law prescribes a specific framework for an employer looking to dismiss an employee. The framework outlines the legally “acceptable” reasons for a dismissal and the minimum procedural standards expected.

Our job is to provide advice and assistance which is compliant with the framework, but which prioritises our clients’ interests, maximizes their flexibility and eliminates the risk of any costly mistakes. 

Our employment lawyers can take the stress out of dealing with this issue, whether it be a case of performance-managing an under-achiever, absence-management of an employee on sick leave or bringing about the dismissal of an individual suspected of misconduct. 

Our advice will always be commercially sound and pragmatic.  We will never ignore our clients’ objectives or desired end-result.  Wherever possible, we will provide options and alternatives so that the ultimate decision can be taken with full knowledge of the legal implications and risks involved.   

We are experienced in assisting employers to negotiate exit packages via the terms of a compromise agreement.  Equally, where appropriate, we can provide our clients with the confidence to dismiss an employee without the need for financial settlement or incentive.

If you require specific advice on this issue, please contact us:

Andrew Rowell
Direct Dial 0116 242 1294
Mobile 07834 868 559
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Amanda Badley
Direct Dial 0116 242 1238
Mobile 07739 507 538
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