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This section includes general information on employment law. If you have specific questions, you should seek legal advice from a lawyer or trade union.
The information in this section has been compiled for the Diversity Toolkit by the independent research organisation Incomes Data Services (IDS).
- Develop a written policy on conduct at work and make sure all your workers are aware of it. The policy should explain:
- a definition of unacceptable behaviour
- how people can report bullying, harassment or any other forms of unacceptable behaviour
- how you will deal with unacceptable behaviour.
- Treat all complaints seriously, regardless of who brings them and investigate the complaint thoroughly.
- Deal quickly and firmly with anyone who acts inappropriately.
- Whenever possible, deal with matters informally and internally. The solution may be as simple as pointing out to an individual the effect that their behaviour has on others and asking them to stop.
- If there is a possibility that you may need to dismiss someone, you should meet with them to discuss their behaviour or performance.
- You should only dismiss someone for a first offence in exceptional circumstance.
- If you do dismiss someone, explain to them, in writing, the reason why you are terminating their contract.
- When dismissing some, but not all, employees in comparable circumstances, ensure that you have clear, justifiable reasons for dismissing some but not others.
- When providing references, including oral references, always make sure they are accurate and fair.
- Be consistent, open and fair in all decisions.
For information on discipline, grievances and dismissal, see the ACAS website.
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