Off the record: Striking a deal with an unwanted employee … continued
“Without prejudice” discussions require an actual dispute and settlement intent to protect communications from tribunal use. Employers often misuse the label on statements like dismissal threats, which can backfire in unfair dismissal claims. Draft settlement offers as if they’ll be seen by tribunals, and preserve employee dignity to encourage voluntary departure.
Off the record: Striking a deal with an unwanted employee
Employers often prefer negotiating severance packages with unwanted employees rather than pursuing formal dismissal procedures. However, securing an affordable settlement requires establishing a clear Plan B and presenting the employee with a genuine choice between formal proceedings or an agreed departure to avoid constructive dismissal claims.
HR Tip: Grievance procedure
Every employer must have a written grievance procedure and provide employees with details in their statement of particulars. The process must comply with the Employment Act 2002 statutory procedure, including written presentation, a discussion meeting, written reply, and appeal rights.
Q&A: Dr Paul Kanas, Head of OH at Cadbury Trebor Bassett
Dr Paul Kanas, Head of Occupational Health at Cadbury Trebor Bassett, discusses the company’s comprehensive Fit for Life wellbeing programme, which includes nutrition initiatives, activity programs, stress management, and smoking cessation support across 7,500 UK employees.
Horses for courses: Using multi-funding solutions … continued
Multi-funded car benefit schemes combine cash and company car options to deliver better benefits without increasing costs. Companies using integrated funding strategies have seen significant increases in business car orders while improving employee satisfaction through more flexible benefit choices.
Q&A: Dr Paul Kanas, Head of OH at Cadbury Trebor Bassett … continued
Dr Paul Kanas, Head of Occupational Health at Cadbury Trebor Bassett, discusses the company’s Fit for Life wellness programme designed for all employees. The initiative includes funded private health insurance at some sites, which accelerates access to specialist care and speeds up return-to-work rates. Kanas notes that every 1% reduction in sickness absence can save the company up to £1 million annually.
Life Coach at Large: Finding courage … continued
Overcome workplace fear by having courageous conversations grounded in honesty and heart. This approach requires minimal presentation when your message comes from genuine conviction, helping you address difficult workplace issues effectively while maintaining focus on outcomes that benefit everyone.
Life Coach at Large: Finding courage
A life coach helps a team leader find courage to have an honest conversation with her new MD about justified quarterly team away-days, rather than spending hours compiling defensive reports. Open communication rooted in shared values can prevent workplace stress and costly misunderstandings.
Horses for courses: Using multi-funding solutions
Integrated funding solutions allow employers to offer multiple car benefit options through a single provider, delivering tailored packages for different employees without increasing administrative burden or costs.
Mind the gap: The rise of the HR interim
UK businesses are increasingly turning to HR interim professionals to manage rapid organizational changes and staffing gaps. Research shows 81% of large HR departments hired interim staff in the last three months, with 85% expecting increased use of interim HR professionals going forward.
News in Brief: The Week in HR – HR ‘worst’ of all functions
A survey of global executives rates HR as the worst-performing corporate function, with senior leaders citing failures in talent management and strategic value. The findings reveal HR struggles with recruitment challenges, age discrimination issues, and lack of awareness about upcoming employment regulations.
Editor’s Comment: Have graduates lost the ‘X’ factor?
Graduates increasingly struggle in today’s job market, lacking the soft skills employers demand. Despite rising graduate numbers, many employers cite insufficient candidates with practical abilities like teamwork and communication, suggesting academic credentials alone no longer guarantee career success.
The Couch?! Says: Size matters
Office space reveals your professional status: senior employees enjoy window seats and larger desks, while junior staff occupy cramped central positions. The size and location of your workspace directly reflects your rank within the company hierarchy.
How to: Give presentations that move people to action
Learn how to deliver presentations that inspire action by combining strong content with emotional engagement and two-way dialogue. Discover why facts alone fall flat and how asking the right questions transforms your audience from passive listeners into motivated participants ready to act on your message.
Colborn’s Corner: Just administrators?
HR departments often get dismissed as mere administrators, but the real value lies in designing employment processes rather than executing them. The author argues HR should focus on strategic expertise—understanding employment law and how people work—while delegating processing tasks like payroll and offer letters to line managers with proper guidance.
What’s the answer? Should a grievance be lodged?
Get expert HR guidance on whether an employee should lodge a formal grievance following poor communication from management. Learn when informal resolution may work and critical steps to follow under statutory procedures.
HR Zone Briefing #285 – HR’s Working Hours – The Real Story
HR professionals reveal insights on working hours and unpaid overtime trends in this briefing edition. The issue explores the real story behind HR workers’ schedules, employment law updates on corporate manslaughter, and tips on informal warnings.
Insight: ‘Tick the box’ communication
Tick-the-box internal communication fails to meet employee needs, according to Colette Dorward of Smythe Dorward Lambert. Effective communication should be measured by results rather than process, requiring organizations to understand employees’ actual needs through genuine dialogue and focus groups rather than mandatory formal procedures.
Opinion: Cultural fitness and commercial health
Companies prioritizing cultural fit in senior recruitment may be limiting their talent pool and hindering innovation. While cultural compatibility matters, over-emphasis on this factor leads many UK organizations to overlook diverse candidates with valuable experience, contributing to talent shortages and slower boardroom diversity.
Reviewer profile: Sharon Cooper
Sharon Cooper is Director of Human Resources EMEA for IPC Information Systems, a communications solutions provider serving financial services, public safety, and government sectors. A former Army Captain with extensive HR experience across manufacturing, finance, and technology, she holds CIPD membership and a Master’s in Human Resource Management from Leicester University.
