Unfair Dismissal: Frequently Asked Questions

Unfair Dismissal

The final instalment of a 6 part mini series focusing on Unfair Dismissal

Episode 6: Listener questions answered about disciplinary issues & unfair dismissal

In this weeks’ episode of the podcast I will answer some of the most frequently asked questions from Employers about how to deal with disciplinary issues and how to avoid a claim for unfair dismissal. This is the final of 6 episodes that focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

In this episode I will cover:

  • What to do if an employee fails to attend a disciplinary hearing
  • What to do if an employee is signed off sick during the disciplinary process
  • My suggestion on how you should handle matters if an employee asks to be accompanied at the hearing by someone other than a trade union rep or work colleague
  • How to handle things if you have a small business and you are the only person able to deal with the investigation process and disciplinary hearing
  • How you should deal with the expiry of a Fixed-Term Contract
  • What procedures apply to the expiry of a Fixed-Term Contract

Action Points

Sign up to my email list below to get a copy of the 10 tips for dealing with a disciplinary procedure for misconduct allegations.

Helpful Links

Employment Rights Act 1996 

ACAS Code of Practice

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 Employment Law & HR Update Event

14th January 2016 at The Point, Eastleigh.

5pm for 5:30pm start

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Eventbrite - Employment Law Update 2015



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Appointments are available on the telephone or via Skype throughout the UK.

Alternatively I offer face to face appointments on the Isle of Wight, in Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.




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The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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