30 Jan 2025
Has this got your attention? It certainly did when we saw this headline!
A recent Glasgow Employment Tribunal case serves as a cautionary tale for businesses on the importance of fair dismissal procedures. A hairdresser with ADHD was awarded over £10,000 after being unfairly dismissed for alleged misconduct. The case highlights several critical mistakes made by the employer and provides valuable lessons on how to avoid similar pitfalls.
To avoid similar legal issues, businesses must implement fair and transparent dismissal procedures. Here are the key takeaways:
1. Address concerns in real-time: TALK to employees about concerns WHEN they happen, don’t pull them all together when things are going wrong and think that is acceptable!
2. Establish clear standards and expectations: Be upfront on any desired standards / ways of working – remove ambiguity.
3. Maintain consistency but allow for individual needs: Treat all employees the same way but consider any adaptations and alterations to each individual employee needs.
4. Be honest about the reason for dismissal: If there are issue/s – be clear what they are. Don’t try and ‘hide’ behind a reason that feels legally ‘safe’…….it probably isn’t!
5. Get the facts right: If referencing reduction in sale / clients etc, quantify and qualify this information, then share it.
6. Monitor and review adjustment: If reasonable / adjustments are put in place – monitor them. Ensure they are working for both the business and employee, if not, address any concerns.
7. Lastly……give the right to appeal where it is required.