What do you do when an employee appeals a decision during a disciplinary process?
Picture this: after a meticulous disciplinary procedure, you’ve made a tough decision to dismiss an employee for gross misconduct. Just when you thought the process was behind you, an appeal lands on your desk.
Appeals are a vital part of the fair process, as stipulated by the ACAS code of practice on disciplinary procedures. However, handling these appeals presents unique challenges, especially for small businesses or those navigating limited internal resources.
Enter the solution: an external HR consultant to oversee the appeal process. Here’s why this can be your smartest move:
- Neutral and Objective Perspective: External consultants bring impartiality, ensuring a fair hearing that’s free from internal biases. Their objectivity ensures decisions are based solely on the case’s merits.
- Expertise in Employment Law: While internal managers may lack legal expertise, HR consultants offer in-depth knowledge of employment law, ensuring compliance and minimizing legal risks.
- Fresh Insights and Experience: Consultants offer diverse HR experience, providing innovative approaches and spotting potential pitfalls that might be overlooked internally.
- Reduced Conflict of Interest: Bringing in external consultants alleviates conflicts of interest arising from internal involvement in the dismissal process, ensuring transparency and objectivity.
- Confidentiality and Efficiency: Maintaining confidentiality, consultants streamline the process, avoiding delays often caused by internal scheduling conflicts. Their efficiency expedites resolution.
- Enhanced Credibility: External oversight enhances the appeal’s credibility, fostering trust among employees and demonstrating a commitment to fair processes.
When an appeal arises, seeking external expertise ensures fairness, compliance, and efficiency. As an experienced HR consultant, I specialize in overseeing appeals. Get in touch today for an informal chat about how I can help you.