{"id":372,"date":"2018-08-16T09:30:05","date_gmt":"2018-08-16T09:30:05","guid":{"rendered":"https:\/\/isquaredemo.com\/MLT\/threegraceslegal\/dismissing-employees\/"},"modified":"2018-08-16T09:30:05","modified_gmt":"2018-08-16T09:30:05","slug":"dismissing-employees","status":"publish","type":"post","link":"https:\/\/isquaredemo.com\/MLT\/threegraceslegal\/blog\/dismissing-employees\/","title":{"rendered":"DISMISSING EMPLOYEES"},"content":{"rendered":"

\"employee\u00a0<\/p>\n

An employer should be vigilant when considering an employee dismissal, ensuring that they carry out an essential enquiry in to the matter at hand, before deciding on a dismissal, as this option should be the last resort.<\/p>\n

Before considering a dismissal, an employer should try to resolve any issues on an informal basis, which could involve a private chat with the staff member in question, before deciding the next steps to take.<\/p>\n

Employers must ensure that they have written rules regarding disciplinary procedures, and that all staff are aware of these rules and procedures. \u00a0<\/p>\n

If an employer decides that the only option is to dismiss their employee, they must then terminate their employee contract. During this process employers should utilise a fair procedure when dismissing an employee.<\/p>\n

Employers should follow the Acas Code of Practice for disciplinary and grievance procedures, in order to avoid unfair dismissal claims, as all employees have the right not to be unfairly dismissed. The Acas code is vital in the dismissal process, because if a case goes to the Employment Tribunal, the code is always an important factor.<\/p>\n

Please see details of the Acas code here:<\/p>\n

http:\/\/www.acas.org.uk\/index.aspx?articleid=2179<\/a><\/p>\n

Employers should be aware that as of April 2012, employees must have two years of continuous service in under to bring about an unfair dismissal claim, although it is important to remember that there is no length of service requirement for \u201cautomatically unfair grounds\u201d<\/strong><\/em>.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00a0 An employer should be vigilant when considering an employee dismissal, ensuring that they carry out an essential enquiry in to the matter at hand, before deciding on a dismissal, as this option should be the last resort. Before considering a dismissal, an employer should try to resolve any issues on an informal basis, which […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[10],"tags":[],"class_list":["post-372","post","type-post","status-publish","format-standard","hentry","category-blog"],"acf":[],"yoast_head":"\nDISMISSING EMPLOYEES<\/title>\n<meta name=\"description\" content=\"The correct procedures for dismissing employees.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/isquaredemo.com\/MLT\/threegraceslegal\/blog\/dismissing-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"DISMISSING EMPLOYEES\" \/>\n<meta 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