Dealing with Allegations of Managers Bullying Team Members

allegations of bullying by managers

While strong leadership and management styles can be advantageous within the workplace, employers have a duty of care to ensure this does not develop 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 […]

Falsifying Documents in the Workplace

falsifying documents

Falsifying documents in the workplace is a serious matter, and would generally constitute misconduct and result in disciplinary action. It may also raise issues of dishonesty and breach of trust in the employment relationship, and depending on the facts, may raise potential regulatory and criminal breaches. The following guide for managers and HR looks at […]

Verbal Warning at Work Procedure

Verbal warnings are one of the potential outcomes of a workplace disciplinary. For employers, it is important to understand how they should be used to avoid falling short of your obligations through a disciplinary procedure. In this guide for employers, managers and supervisors, we explain the process that should be followed when issuing a verbal […]

Dealing With Insubordination At Work


Insubordination at work can be a serious matter, given its effect of damaging working relationships, undermining organisational authority and the potential to impact wider team morale. But does insubordination warrant disciplinary action? In this guide, we look at what insubordination at work means, with common examples of workplace insubordination and how employers should deal with […]

Employee Calling in Sick on Declined Holiday?

If an employee is genuinely ill or injured, they are entitled to take time off work by way of sick leave. However, it is not uncommon for an employee to fabricate illness or injury to get time off, sometimes as a result of a holiday request being declined by their employer. There are various scenarios […]

Termination of Employment Due To Custodial Sentence

Termination Of Employment Due To Custodial Sentence

What does it mean for an employer if one of their employees is convicted of a crime and sent to prison? In most cases, employers will jump straight to dismissal, terminating the employee’s contract, not least because the employee will no longer be available for work, but also due to associated issues such as bringing […]

Disciplinary Hearing Guide for Employers

Under ACAS guidelines, before an employer can lawfully dismiss or sanction an employee for a disciplinary issue, the employer should first hold a disciplinary hearing with the employee. The meeting must be managed correctly to avoid allegations that the employer failed to handle the disciplinary process fairly. In this guide, we look at how employers […]

Right to be Accompanied (Employer Guide)

Employees and workers have the right to be accompanied to a disciplinary or grievance hearing at work. Employers are under a legal duty to follow a fair and lawful process when conducting such proceedings, which includes allowing the individual to be accompanied by a ‘relevant’ companion. The following guide looks at the rules governing the […]

What are 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 […]

Disciplining Twice for the Same Offence?

In most cases, an employee would not be disciplined twice for the same offence. If they were, it may be argued that it was an abuse of process. Nevertheless, if there are unusual circumstances and an employer is looking to reopen disciplinary proceedings that had previously been resolved, would any subsequent disciplinary decision be deemed […]