Section A: What Is Unfair Dismissal?   Most employees have the right to be dismissed fairly. Allegations of unfairness can be directed against employers for a number of reasons, with the grounds for dismissal, the way the decision was reached and the procedure used to bring the contract

“Non-competes” or clauses that restrict employees from engaging in a competing business for a period of time after their employment ends are an important tool in the arsenal of employers seeking to protect their business interests, and in particular their trade secrets and other confidential informa

Voluntary redundancy is an option for employers to consider as an alternative to making compulsory redundancies. For employers, it is important to understand the legal and personnel issues of offering voluntary redundancy to avoid complaints and potential legal claims. In this guide, we explain what

Suspension from work is one of the most sensitive decisions an employer can take. Used incorrectly, it can damage trust, trigger tribunal claims and undermine the fairness of a disciplinary process. Used correctly, it can protect employees, safeguard investigations and reduce legal exposure. The rul

Indirect discrimination is one of the most commonly misunderstood risks under the Equality Act 2010. Employers often assume that if a policy applies to everyone equally, it cannot be discriminatory. That assumption is legally wrong. A workplace rule can be entirely neutral in wording yet unlawful in

Redundancy pay sits at the centre of redundancy risk. If you underpay, pay late or misunderstand who qualifies, you can trigger tribunal claims, HMRC issues and wider challenges to the fairness of the redundancy process. The legal rules are prescriptive, but the practical risks for employers come fr

Redundancy appeals are often where legal risk crystallises. While redundancy is a potentially fair reason for dismissal under the Employment Rights Act 1996, a dismissal can still be unfair if the process is flawed. The appeal stage is frequently the final opportunity to correct procedural defects b

Long-term sickness absence is one of the most sensitive and legally complex workforce issues UK employers face. While many absences begin as short-term illness, situations can quickly evolve into extended periods away from work, creating operational strain, financial cost and potential legal exposur

Managing relationships at work is not simply a matter of workplace culture or employee wellbeing. For UK employers, it is a matter of legal compliance, risk management and fair process. Interpersonal conflict, allegations of favouritism, romantic relationships between colleagues, or poorly handled d