TUPE
TUPE is one of the most misunderstood areas of employment law. Where it applies, the real risk usually sits in identifying it early, consulting properly and understanding what liabilities may transfer.
Settlement agreements and COT3 negotiations
Settlement agreements and COT3 negotiations can provide a sensible route to resolving workplace issues, but the negotiation stage needs to be handled carefully, fairly and with a clear understanding of risk.
Redundancy in a pool of one
A redundancy pool of one can be fair and lawful, but only if the process is handled properly. The rationale, consultation and consideration of alternatives all still matter.
Navigating workplace investigations
A fair workplace investigation is about gathering facts properly, keeping the process clear and reducing the risk of avoidable disputes later.
Managing underperformance
Underperformance is easier to deal with when it is addressed early. A clear and fair approach can help employees improve and reduce the risk of formal disputes later.
Managing redundancies
Redundancies need to be handled with care, from early planning through to consultation and what happens afterwards. The right support can reduce risk and help protect trust.
Handling grievances
A fair grievance process helps employers deal with concerns properly, reduce tension and reach practical outcomes without making matters worse.
Using mediation at work
Employment mediation can help employers deal with workplace conflict early, reduce the need for formal processes and support more constructive working relationships.
Getting appeals right
A fair appeal process gives employees the chance to challenge a decision and gives employers the opportunity to review matters properly before issues escalate.
Understanding welfare meetings during sickness absence
Welfare meetings can help employers stay in touch during sickness absence, offer support and keep conversations open without creating unnecessary pressure.