Unfair Dismissal: The ACAS Code of Practice Episode 4

Unfair Dismissal

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

Episode 4: Your guide to the ACAS Code of Practice

In this weeks’ episode of the podcast is a run down of the requirements of the ACAS code of practice. This is the fourth of 6 episodes that will 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 the purpose of the ACAS Code of Practice is
  • The background to the Code of Practice
  • What the essential elements of the Code of Practice are
  • When the ACAS Code is applicable
  • What the consequences are of failing to follow the Code
  • Why you should have it in mind when dealing with conduct, performance and some other substantial reasons
  • What you need to do to fairly investigate alleged conduct
  • What you need to consider before dismissing an employee

Action Points

Ensure anyone assigned to deal with a disciplinary investigation and the disciplinary hearing in your organisation listens to this episode and downloads an up to date copy of the ACAS code of practice.

Check your contracts and procedures to ensure that your disciplinary procedure is not contractual.

Helpful Links

Employment Rights Act 1996 

ACAS Code of Practice


 Employment Law & HR Update Event

14th January 2016 at the Point, Eastleigh.

5pm for 5:30pm start

£4.75 per ticket

Get your ticket today as they are limited.

Eventbrite - Employment Law Update 2015

 


 

Would you liAdvice neededke advice about your situation?

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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