{"id":112,"date":"2012-03-09T09:09:00","date_gmt":"2012-03-09T09:09:00","guid":{"rendered":"http:\/\/sjbealehrconsult-co-uk.php5.hostingweb.co.uk\/blog\/?p=112"},"modified":"2012-03-09T09:09:00","modified_gmt":"2012-03-09T09:09:00","slug":"is-the-introduction-of-fire-at-will-dismissals-a-good-idea","status":"publish","type":"post","link":"https:\/\/sjbealehrconsult.co.uk\/blog\/is-the-introduction-of-fire-at-will-dismissals-a-good-idea\/","title":{"rendered":"Is the Introduction of "Fire at Will" Dismissals a Good Idea?"},"content":{"rendered":"

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Osborne has just proposed the introduction of \u201cfire at will\u201d dismissal law that will enable small employers to dismiss staff more easily.\u00a0 The employment minister Norman Lamb is unveiling plans during March which would remove restrictions on laying off staff at businesses with fewer than ten employees.\u00a0 It is proposed that poorly performing employees are laid off whilst the employer can recruit staff who will perform more effectively. It is claimed that current rules allow employees to \u201ccoast along\u201d without management action.\u00a0 The proposal is designed to support the \u201ccutting the red tape challenge\u201d and increase employment.\u00a0 However, the latter is debateable whether employment legislation is contributing to increasing unemployment.<\/div>\n
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There are plenty of employers in the UK that do not currently adhere to employment law and in treating their staff poorly run the risk of incurring an employment tribunal claim during which successful employees have the right to be compensated for lost employment rights.<\/div>\n
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Should the government introduce their proposal of compensated no fault dismissals, employment rights will be diminished.\u00a0 The government\u2019s proposal is underpinned by an anticipation that the value of small businesses to the economy will increase.\u00a0 However the danger of changing the law to allow easier dismissals for small companies could instead backfire and scupper the government’s plans of their contribution to economic growth.<\/div>\n
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There could be many underlying reasons of poor conduct that require deeper investigation and promotes fair treatment.\u00a0 \u00a0If the law is changed and small businesses are allowed to operate in a \u201cfire at will\u201d manner, the effects on employee morale within a company could be very damaging. \u00a0Company reputation will also suffer and have a negative impact on the bottom line.\u00a0 If the dismissal has a discriminatory angle employees have the right to go to an employment tribunal regardless of length of service adding to costs.<\/div>\n
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Poor performance, regardless of company size, is easy to manage through a fair process of monitoring and support.\u00a0 Practical advice can easily be sought from an HR practitioner.\u00a0<\/div>\n
\u00a0 \u00a0\u00a0<\/div>\n
The government needs to carefully think about the introduction of such a proposal. Coupled with their firm intention to introduce fees for claimants to lodge an employment tribunal claim, access to employment rights for many down trodden workers will be, all but, practically removed.\u00a0 This will mean going back to before the beginning of the 20th<\/sup> century when protection for worker rights began and will not be good for the future.\u00a0 \u00a0<\/div>\n
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Osborne has just proposed the introduction of \u201cfire at will\u201d dismissal law that will enable small employers to dismiss staff more easily.\u00a0 The employment minister Norman Lamb is unveiling plans during March which would remove restrictions on laying off staff at businesses with fewer than ten employees.\u00a0 It is proposed that poorly performing employees are […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[116,328,327,326,325,59],"tags":[],"class_list":["post-112","post","type-post","status-publish","format-standard","hentry","category-employment-tribunal","category-employment-tribunal-claim","category-fire-at-will-dismissal","category-no-fault-compensated-dismissal","category-poor-performance","category-unfair-dismissal"],"aioseo_notices":[],"yoast_head":"\nIs the Introduction of "Fire at Will" Dismissals a Good Idea? -<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sjbealehrconsult.co.uk\/blog\/is-the-introduction-of-fire-at-will-dismissals-a-good-idea\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Is the Introduction of "Fire at Will" Dismissals a Good Idea? 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