Rojgar Job News

You have tried to counsel, to mediate and to make every adjustment you possibly can, but in the end you have run into a single insurmountable fact about your employee with the attitude – you just can’t bear him any longer. He is the dragging anchor of your otherwise happy little ship and must be cut loose for everyone’s benefit, potentially including his own. We know that Employment Tribunals get very sticky about conduct or performance cases dressed up to look like “some other substantial reason” loss of trust and confidence clashes. The ETs see this (often entirely properly) as the employer’s attempt to side-step the usual fair dismissal requirements of prior warnings, time to improve, etc. To the extent that your employee’s attitude problem manifested itself primarily through conduct or performance, that is what you should ideally do. This is partly because it might take the shock of formal procedures to jolt your employee out of whatever dar...