The journey of every round

An employee is transitioning gender. What specific obligations do we have as an employer and what must we never do?

A manager wants to put just one employee at risk of redundancy rather than run a pool selection. In what circumstances is a pool of one lawful?

We dismissed someone on their second day. They are threatening an unfair dismissal claim. What rights do they actually have?

We pay our care workers the national living wage but they spend 30 minutes travelling between client visits unpaid. Is this lawful?

An employee with 20 months' service was dismissed for redundancy. They are claiming unfair dismissal. Do they have a valid claim?

We are buying the trade and assets of a competitor but not the company itself. Does TUPE apply and what employees transfer with the business?

An employee has been absent for 7 months with depression. We have referred them to occupational health twice. At what point can we consider dismissal and what process must we follow?

We want to offer an employee a settlement agreement to end their employment. What conditions must be met for the agreement to be legally valid and binding?

We are restructuring and one of three identical roles is no longer needed. How do we decide which employees are in the selection pool for redundancy?

An employee has raised a formal grievance against their line manager. Can the same manager chair the grievance hearing or must it be someone independent?

What are the nine protected characteristics under the Equality Act 2010 and which ones cannot be justified under any circumstances?

What is the legal difference between an employee, a worker and a self-employed person and why does it matter in practice?

An employee on probation committed a serious act of misconduct. Do we still have to follow the ACAS code and offer a right of appeal before dismissing?

We dismissed an employee and they appealed. The appeal manager thinks the sanction was too harsh and wants to reinstate with a final written warning instead. Is this allowed?

We want to suspend an employee while we investigate an allegation of fraud. Does suspension prejudge the outcome and could it be challenged?

An employee has a final written warning that expires in two weeks. They commit a minor act of misconduct today. Can we use the active FWW when deciding sanction?

We dismissed an employee for sharing confidential pricing information with a competitor. They had no previous warnings. Was dismissal proportionate?

During the investigation the accused employee went off sick with stress. Can we put the disciplinary on hold indefinitely or do we have to continue?

We received a complaint that a manager bullied a junior employee. What does a fair investigation look like before we hold a disciplinary hearing?

An employee has been given a verbal warning, then a written warning over 18 months. They've now been late 12 times in the last 3 months. What are the steps before we can dismiss?

We started a disciplinary hearing but the employee's trade union rep can't attend until next week. Do we have to wait or can we go ahead?

An employee has been caught stealing from the till on CCTV. We want to dismiss them immediately. What procedure must we follow even for gross misconduct?

No entity, no technology, no domain. Just an action verb or complaint.

An employee on probation committed a serious act of misconduct. Do we still have to follow the ACAS code and offer a right of appeal before dismissing?