26/10/2015 By alison Leave a Comment Unfair Dismissal: The Reasonableness of Dismissal Episode 3 http://adviceforemployers.co.uk/podcast-player/799/unfair-dismissal-part-3.mp3 The third instalment of a 6 part mini series focusing on Unfair Dismissal Episode 3: How to ensure the decision to dismiss is reasonable In this weeks’ episode of the podcast I tell you all about the second test for a fair dismissal, the reasonableness test. This is the third 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 test for reasonableness is in accordance with the Employment Rights Act 1996 The two elements of a reasonable dismissal, Procedure and Substantive Fairness What the fundamentals are for a reasonable dismissal decision The different reasonableness and procedural requirements for each of the potentially fair reasons What the range of reasonable responses test is What you need to do to fairly investigate a conduct allegation What you can do if you have more than one ‘suspect’ in an allegation of misconduct How to deal with performance issues in order to fairly dismiss an employee for poor performance 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. Helpful Links Employment Rights Act 1996 BHS v Burchell 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. Would you like 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. 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.