Eight things employees want from their manager

If you’re keen to be a good manager, one thing you should be considering is what your team want from you; what employees are looking for from the person managing them. You’re trying to get the best out of your team for the benefit of

FAQ’s about forcing a change to terms and conditions

Sometimes as an employer you need to make changes to employees’ terms and conditions for good business reasons. As a first step you need to consult and seek consent, but there are times when an employee does not agree to a change and the only

How to avoid ‘custom and practice’ changes creeping into employment contracts

Clarity on what the terms and conditions of employment actually are is key to managing employees effectively and fairly. But sometimes terms are not clear where things have changed over time and not been properly documented. Here is some advice for avoiding embedding custom and

Top considerations for contractual provision changes

  We have discussed reasons why a business would make changes to an employee’s terms and conditions. In this article we will look at some factors to take into account when choosing to change terms and conditions if you have contractual provision to so do

Top 8 justifiable reasons you may need to change terms and conditions of employment

  Changing terms and conditions for your employees should not be undertaken lightly, as it can represent a legal risk as well as disrupting employee goodwill. But sometimes there are good reasons for making amendments.  Here are some justifiable reasons you may need to change

Handling an appeal in an SME

It can be frustrating and worrying when you have spent time conducting a thorough investigation, gathered evidence and involved several employees in a disciplinary meeting to then receive an appeal letter. Here are some things to consider. Receiving an appeal In order for a disciplinary

Top considerations for choosing a fair sanction

We have discussed the disciplinary hearing process, how to handle witnesses and the burden of proof in a case but it is also important to ensure you choose a fair sanction as a penalty for the misconduct or capability issue.  Having an aggrieved employee in

Does an employer have to prove misconduct?

If you are conducting a disciplinary procedure due to allegations of misconduct on the part of an employee, and particularly in a small business, one question that may arise is whether you can prove the misconduct occurred, or you can prove the employee in question

FAQ’s for handling witnesses at a disciplinary meeting

Witnesses can provide vital information for a company to make a fair and suitable decision in a disciplinary matter. They can be even more imperative if there is no physical evidence of the employee’s wrong doing. Here are answers to some of the common questions

Logistics of a disciplinary hearing in 9 key steps

  Disciplinary hearings are stressful and challenging for all involved, and in a smaller business even more so. Relationships in small businesses are often closer and more personal than in larger organisations, which is great when everything is going well, but can make challenging situations