Part VI
The End of the Employment Relationship
Five Steps to Avoiding Unfair Dismissal Claims
Be clear and consistent in your expectation of staff: Employees can rightly be held accountable for unsatisfactory performance as long as they know you will consistently apply clearly articulated and reasonable standards of performance.
Make sure you give staff an opportunity to improve: Unless the conduct is so serious that it wouldn’t be reasonable to continue employment, you must provide staff with a reasonable opportunity to reach your expected standard of performance and conduct.
Be honest and act decisively: Everyone should be able to find a job that suits, but sometimes that job won’t be in your business. If someone isn’t working out, act decisively to end the employment within the first six months, clearly explaining the reason.
Record good and not so good work performance as it happens: You need to show evidence of the reasons for dismissal — and you can’t make it up later on. Regular ...
