a fellow recruiter with a QP!I'm not an HR professional, but a recruiter; but I have lots of experience with job / no job HR issues.
Chris, sorry to read this. The Acas website is a good resource, but if you want a good HR lawyer then drop me a note and I'll send you some details.
Good luck, fella.
Yup. I had people trying to involve AMICUS and other unions, ACAS and even a solicitor during dismissal process. Immediately it put a barrier and I handed over to a department of lawyers internal to the Company who managed the person out with bare minimum entitlement and screwed up their prospects of getting another job with a reference that told the truth or refused to provide a reference and said a lot to a future employer. Trying to take on a company with outside involvement carries serious risk of backfiring on the employee.I wouldn't, without understanding the circumstances, suggest involving ACAS, but the website does define the rules and regulations very clearly. It's a good resource.
Yup. I had people trying to involve AMICUS and other unions, ACAS and even a solicitor during dismissal process. Immediately it put a barrier and I handed over to a department of lawyers internal to the Company who managed the person out with bare minimum entitlement and screwed up their prospects of getting another job with a reference that told the truth or refused to provide a reference and said a lot to a future employer. Trying to take on a company with outside involvement carries serious risk of backfiring on the employee.
Thanks. I think I've got the required expertise
So, obviously, you are saying you want loads more advice......
Having been on both sides of this MANY times, what I would say is that (a) the employee should ALWAYS get proper legal (and tax) advice, (b) the company should pay a reasonable amount for the employee's advice, (c) being amiable and easy to do business with is almost always better than truculent and nuclear.