Mediation at Work: Guide for Employers
Workplace conflict is inevitable in most organisations, and how it is managed will directly influence the outcome – either facilitating resolution in a positive working environment or escalating into wider issues, such as a resignation and a potential tribunal claim. Where a conflict is disrupting the workplace environment and negatively impacting morale, performance and relationships, […]
How To Deal With Difficult Employees
Managing difficult employees is an unwanted but all-too-common issue for employers and managers. A difficult employee could be someone who fails to conduct themselves in a responsible or professional manner within the workplace. Or it could be someone whose behaviour negatively influences and affects other employees, creating a hostile working environment and draining attention and productivity. […]
Employee Breach of Contract: Advice for Employers
An employee breach of contract occurs when an employee fails to fulfil their obligations under the terms of their contract of employment. Common examples include not providing the agreed notice period when resigning, breaching confidentiality agreements, or failing to comply with restrictive covenants, such as non-compete clauses. Such breaches can disrupt business operations and damage […]
Employer Vicarious Liability Rules in the UK
By law, employers can be held vicariously liable for certain acts of their employees. This means that even where the employer itself has technically done no wrong, it can still be found responsible for employees’ actions and required to financially compensate the victim of the wrongdoing. The rationale behind the rules of employer vicarious liability […]
Can An Employee Refuse Training?
Encouraging employees to progress with their personal development and within your business can help to unlock productivity and boost performance, especially if an individual is willing to undertake additional training relevant to their job role. Training can also form a mandatory part of a particular role, although not all employees will be willing to undertake […]
Managing Personal Relationships at Work: Employer Guide
Personal relationships at work refer to close connections between employees, which can include friendships, family ties, or romantic and intimate relationships. Such relationships can arise naturally due to shared workspaces and experiences. While these connections can have positive effects, such as boosting morale and teamwork, they can also create challenges if not managed appropriately. With […]
Avoiding Employer Breaches of Employment Contracts
Employers risk legal claims if they breach the terms of an employment contract with an employee. In this guide, we explore the different types of terms that make up an employment contract—both express and implied—and provide guidance on how employers can avoid breaches and address issues effectively. Understanding employment contracts An employment contract […]
Whistleblowing Policy: Guide for Employers
UK employees are entitled to certain protections if they make a disclosure in the public interest regarding their employer’s actions. For organisations, the most effective way to meet their legal obligations to protect whistleblowers is to implement a whistleblowing policy that ensures a consistent, effective and compliant approach to handling these complaints. In this guide, […]
Capability Dismissal: Employer Guidance
A capability dismissal refers to an employer terminating an employment contract on the basis of the employee’s underperformance or ill-health. Employers are permitted to lawfully dismiss employees due to poor performance, but in doing so they must follow a fair process. This means, among other requirements, that the employer has to have a reasonable belief […]
Dealing with False Accusations at Work
False accusations at work refer to when an employee is wrongly accused of misconduct, poor performance or inappropriate behaviour. Such situations can create significant challenges for UK employers, as they impact workplace morale, employee wellbeing and organisational culture. Handling these allegations fairly and effectively is essential to avoid damaging morale and potential legal claims. Employers […]