{"id":177822,"date":"2022-10-27T15:49:23","date_gmt":"2022-10-27T14:49:23","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=177822"},"modified":"2022-11-08T19:08:00","modified_gmt":"2022-11-08T19:08:00","slug":"five-common-mistakes-dismissing-employees","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/five-common-mistakes-dismissing-employees\/","title":{"rendered":"Five Common Mistakes Employers Make When Dismissing Employees in England"},"content":{"rendered":"<p><span style=\"font-weight: 400\">The prospect of dismissing an employee is certainly unwanted and something most employers seek to avoid. Nonetheless, in some cases, you may find it necessary to dismiss an employee. As this can be a treacherous area of employment law, you will want to know what your obligations are when it comes to dismissing employees. This article will explain what you need to know about dismissing staff in England. It will examine five common mistakes employers make when dismissing employees.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400\">1. Unfair Dismissal<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Generally speaking, employers can only dismiss an employee if they have a legitimate reason for doing so. The law looks at the five following factors to determine if the dismissal was fair:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">conduct;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">capability;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">redundancy;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">illegality; or<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">some other substantial reason.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">There are also automatically unfair reasons for dismissal.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Your reason for dismissal will determine which of the dismissal procedures you use, so it is important to identify the cause for dismissal.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Employers often confuse conduct and capability dismissals. Dismissing an employee for conduct should refer to unreasonable and\/or inappropriate behaviour in the workplace. Common examples include:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">stealing;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">excessive unapproved absences; and<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">threatening or actual violence.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">Dismissal for a capability reason is due to the inability of your employee to carry out their job role correctly. For instance, repeated failure to meet reasonable performance targets is a common instance.<\/span><\/p>\n<p>\u00a0<\/p>\n<h2><span style=\"font-weight: 400\">2. <\/span><span style=\"font-weight: 400\">Failing to Follow a Fair Dismissal Procedure<\/span><\/h2>\n<p><span style=\"font-weight: 400\">Once you have identified the factor(s) for dismissal, you must follow a fair dismissal procedure. A fair procedure will:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">mirror the<\/span><a href=\"https:\/\/www.acas.org.uk\/acas-code-of-practice-on-disciplinary-and-grievance-procedures\"><span style=\"font-weight: 400\"> ACAS code on disciplinary and grievance procedures<\/span><\/a><span style=\"font-weight: 400\"> if it is your disciplinary procedure;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">follow your policies;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">comply with contractual terms; and<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">comply with employment law.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">It is important to note that if your procedure does not follow the ACAS code and you carry out an unfair dismissal, an <a href=\"https:\/\/legalvision.co.uk\/employment\/employment-tribunals-overview\/\">employment tribunal<\/a> can increase compensation by up to 25%.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">However, employers often make the mistake of not following a fair procedure and also not following a procedure at all for those staff who have worked for less than two years of continuous service. Whilst staff who have worked for less than two years may be unable to bring a claim for unfair dismissal, they can claim that your final decision of dismissal was not right for other reasons such as discrimination based on, for example, their race or sexual orientation. 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If there is no clarity, your employee may accuse you of unlawful or unfair dismissal.<\/span><\/p>\n<p>\u00a0<\/p>\n<h2><span style=\"font-weight: 400\">4. <\/span><span style=\"font-weight: 400\">Breaching the Employment Contract<\/span><\/h2>\n<p><span style=\"font-weight: 400\">You must not breach your employment contract with your employee when you dismiss them. This is a common mistake employers make and can occur due to, for example:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">failing to give the correct notice period;<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">not paying the correct contractual entitlements; or<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">ending a fixed-term contract too early.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400\">If you break your employment contract when you dismiss staff, you are likely to be no longer protected by it, which can mean, for example, that post-employment restrictions no longer apply to your employee. Breaching your employment contract can also cause you to face an employment tribunal with your employee claiming wrongful dismissal.<\/span><\/p>\n<p>\u00a0<\/p>\n<h2><span style=\"font-weight: 400\">5. <\/span><span style=\"font-weight: 400\">Lack of Appeal Process<\/span><\/h2>\n<p><span style=\"font-weight: 400\">When you dismiss your employees, you must inform them of their right to appeal the outcome. Unfortunately, many employers make the mistake of not offering an appeal process when dismissing their staff or offering one which is incorrect in terms of the process.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">To avoid making this mistake when dismissing your staff, ensure that you make it clear that an appeal is possible and then listen to your employee\u2019s case.\u00a0<\/span><\/p>\n<p>\u00a0<\/p>\n<h2><span style=\"font-weight: 400\">Key Takeaways<\/span><\/h2>\n<p><span style=\"font-weight: 400\">There are common mistakes employers make when they dismiss their staff. Importantly, the reason behind the dismissal must be fair and reasonable. You should follow a fair procedure and ensure the employee is aware of any allegations made against them. By avoiding any mistakes, you significantly lower your risk of facing an <a href=\"https:\/\/legalvision.co.uk\/employment\/avoiding-employment-tribunal\/\">employment tribunal<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400\">If you need help understanding common mistakes made by employers when dismissing staff in England and Wales, our<\/span>\u00a0<a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\"><span style=\"font-weight: 400\">experienced employment lawyers<\/span><\/a><span style=\"font-weight: 400\"> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents for a low monthly fee. So call us today on <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or visit our\u00a0<\/span><a href=\"https:\/\/legalvision.co.uk\/membership\"><span style=\"font-weight: 400\">membership page<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n<p>\u00a0<\/p>\n<h2><span style=\"font-weight: 400\">Frequently Asked Questions<\/span><\/h2>\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1666881802524\"><strong class=\"schema-faq-question\"><strong>What is a common mistake made by employers when dismissing an employee?<\/strong><\/strong> <p class=\"schema-faq-answer\">Employers like you can make many common mistakes when dismissing employees. One of these mistakes is not giving the correct reason for dismissal, such as, for example, whether it is for conduct or capability.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1666881810943\"><strong class=\"schema-faq-question\"><strong>Why should an employer avoid making mistakes when dismissing their staff?<\/strong><\/strong> <p class=\"schema-faq-answer\">You should avoid making mistakes when dismissing employees because an error may result in time and financial costs to your business. It can lead to an employment tribunal claim such as unfair dismissal, wrongful dismissal, or discrimination.<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>The prospect of dismissing an employee is certainly unwanted and something most employers seek to avoid. Nonetheless, in some cases, you may find it necessary to dismiss an employee. As this can be a treacherous area of employment law, you will want to know what your obligations are when it comes to dismissing employees. This<a href=\"https:\/\/legalvision.co.uk\/employment\/five-common-mistakes-dismissing-employees\/\">Continue reading <span class=\"sr-only\">&#8220;Five Common Mistakes Employers Make When Dismissing Employees in England&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13326,"featured_media":3098,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"3272,177465,1358,176776,2279,174814","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,21,22,23],"class_list":["post-177822","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-medium-business","tag-alternative-dispute-resolution","tag-mediation"],"acf":[],"yoast_head":"<!-- This site is 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