What happens when
an employer decides the outcome before starting the
process?
An employee has a row with the owner over his
bonus.
The owner then searches online for “legitimate
reasons for director redundancy.”
An HR manager drafts the talking points and dismissal
letter.
And just hours later, the employee is dismissed in a
meeting lasting around five
minutes.
A tribunal found the redundancy was a sham
and awarded the claimant £118,223, including the
maximum 25% uplift for the employer's failure to follow the ACAS
Code.
In this session of our What Can We Learn From Tribunal
Masterclass Series, Elissa Thursfield will take Blyth v
Clockwork Group Holdings Ltd apart and look at what the
employer did, where the process went wrong, and the warning signs
that should have been obvious.
We'll explore:
- What happened before the redundancy process even
began
- Why the tribunal found the redundancy was not
genuine
- The problems with the employer's decision-making and
process
- The role of the HR manager
- Why a five-minute dismissal meeting created significant
risk
- The impact of failing to follow a fair and proper
procedure
- The tribunal's findings around the employer's conduct and bad
faith
- What employers should have done differently
Because a redundancy process isn't something you can work
backwards from. You can't decide the
outcome first and build the justification
afterwards.
Join Elissa for a detailed look at the judgement and leave
with practical learning points you can apply to your own redundancy
processes.
And what happens when you need help before a
situation reaches tribunal?
That's where HRoes comes in. Our Unified Offering
brings HR software, legal advice, CPD-accredited training
and up to £250,000 of insurance-backed tribunal protection
together in one complete employment solution.
So when an employment issue arises, you don't have to work
out which HR provider, lawyer, software or insurer to call.
It's all there in one
place. Book an intro call!
