Assuming that you have already incorporated the minimum procedural requirements (see question one), the key is to be reasonable, fair and consistent.
If, for example, an employee made a claim of unfair dismissal against you, an Employment Tribunal would check whether:
- the rules were reasonable;
- the employee knew about them;
- the rules avoided being discriminatory;
- the rules were applied fairly and consistently;
- a fair procedure was followed;
- the circumstances and degree of the offence were taken into account.
The requirement for minimum procedures has not altered or changed the existing principles of fairness or reasonableness.
