Dealing with Allegations of Managers Bullying Team Members

managers bullying team members

While strong management styles can be advantageous within the workplace, employers have a duty of care to ensure this does not veer off into allegations of bullying by managers. Employers have a responsibility to protect the mental wellbeing of their workforce and this includes ensuring they are not subject to bullying or harassment, including when […]

Reasonable Adjustments for Mental Health Disabilities

Mental health 
reasonable adjustments

Employees are protected from discrimination at work if they have a qualifying disability under the Equality Act 2010. The obligation on employers to prevent unlawful disability discrimination extends not only to employees’ physical health and visible conditions but also to their mental health and wellbeing. Section 20 of the Act, in particular, gives eligible employees […]

What are Sackable Offences? (Advice for Managers)

sackable offences

The following guide for employers examines the issue of gross misconduct, from what this means to the type of conduct that can justify summary dismissal. The sackable offences list will also help to provide HR personnel and line managers with examples of gross misconduct, but this is not exhaustive and every dismissal must be approached […]

Employee Stealing from Work? Take Action

If you suspect an employee stealing from work or misusing company property without permission, it is likely to come as a shock. Any action you take in response to stealing from work must be fully considered and based on factual evidence to avoid falling foul of legal issues. It is also likely you will have […]

Gross Misconduct & Fair Dismissal

Dealing with gross misconduct

Gross misconduct refers to conduct, actions or behaviour from an employee that is sufficiently serious to justify instant dismissal. Responding to allegations of gross misconduct and taking disciplinary action against an employee is fraught with legal risk. While it may be instinctive in some circumstances to dismiss an employee immediately as a result of gross […]

False Accusations at Work (HR Help)

Employers are required by law to deal with complaints or grievances at work fairly and lawfully. Handling such issues, however, becomes further complicated if you suspect the employee may be making a false allegation. False accusations at work can relate to any kind of untrue claim of wrongdoing made by an employee. While some accusers […]

Bringing the Company Into Disrepute

For the most part, employees’ work and personal lives coexist harmoniously side by side. However, there are occasions when an employee’s behaviour or conduct outside of work may be considered to be sufficiently unacceptable to be damaging to the employer’s own reputation. In such situations, the employee can be said to be bringing the company […]

Drug Testing in the Workplace

drug testing at work

Drug-testing in the workplace can often be a difficult and daunting issue for employers and HR personnel to handle, where it is important to strike a balance between the individual rights of your employees with the health and safety of your workforce and the wider public. Below we look at the rules relating to drug […]

Dealing with a Malicious Grievance

malicious grievance against me

Being on the receiving end of a complaint at work can be an extremely stressful and worrying time, especially where the grievance raised is vexatious, malicious and deliberately intended to make life difficult for you. Below we look at how to deal with a malicious grievance at work, either as an employer or senior employee, […]

Conducting a Disciplinary Investigation

Disciplinary investigations

A disciplinary investigation is where your organisation needs to look further into the conduct of an employee, or to ascertain the facts surrounding an incident or allegation, prior to taking disciplinary action. It is not always the case that a disciplinary investigation will result in a disciplinary hearing. The aim of the investigation is to […]