Sometimes things just don’t work out how you’d want or expect to, and during my 17-year HR career, I have been a part of many short service dismissal procedures. Each case is different, and I assure you that they are never easy to go through whichever side of the table you are on; one consistent thing with my clients is that they never want to dismiss a member of staff.
Short Service Dismissals Are Not Risk-Free
Contrary to myth, the process is NOT risk free. It is not a simple “car park conversation” nor a “it’s not working out chat” and for smaller businesses the implications if this process is not followed correctly can cost you dearly. With the costs of defending tribunal at an average of £8,000 it’s something smaller employers cannot afford to risk.
What Can Employers Do?
There are so many factors that employers need to consider before taking action: – Why do you want to dismiss the employee in the first place? – How many years of service does the employee have? To conduct a short service dismissal procedure, they must have less than 2 years of completed service. – Does the employee have any protected characteristics? This could be a huge discrimination risk if you’re not sure. – Do you have the right policies in place? Is your handbook up to date?
Get Professional Advice First
We strongly recommend that if you are considering such process, you must have sought legal advice beforehand.
How Rebox HR Can Help
Our ad-hoc HR service is designed for situations exactly like this, where you need expert support for a specific issue without a long-term commitment. We walk you through the process step by step, prepare the right documentation, and can attend the meeting with you to make sure it is handled correctly. For businesses that encounter people issues regularly, our retained HR support gives you a qualified adviser on call whenever you need guidance on disciplinary matters or dismissals.
Book a free consultation or call us on 01327 640070.
