Can you legally dismiss an employee on the spot?

While some situations may justify summary dismissal, employers are often surprised to learn that "instant dismissal" doesn't mean they can skip the investigation, ignore the employee's explanation, or bypass procedural fairness.

Acting too quickly, even when the misconduct seems obvious, can expose your business to unfair dismissal claims, legal costs and unnecessary disruption.

Join our workplace relations experts for a practical webinar designed to help employers understand when summary dismissal may be appropriate, what process should be followed, and how to reduce risk when managing serious misconduct.

In just 60 minutes:

• Summary Dismissal: Understand what summary dismissal is, when it may be justified, and the legal risks employers face when getting it wrong
• Serious Misconduct: Learn the difference between misconduct and serious misconduct, and explore common workplace scenarios that may justify dismissal without notice
• Workplace Investigations: Gain practical guidance on gathering facts, conducting investigations, and giving employees a genuine opportunity to respond before decisions are made
• Common Employer Mistakes: Discover the errors that commonly lead to unfair dismissal claims and adverse outcomes

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 1300 835 409 or email [email protected].

Initiating a performance management process or PIP is a standard part of managing a team. However, it can quickly become complex when an employee responds by alleging workplace bullying.

The key is understanding the difference between reasonable management action and workplace bullying, responding appropriately to concerns raised, and ensuring procedural fairness throughout the process.

Join us for this practical webinar where we'll explore how employers can confidently manage performance issues if a bullying claim emerges, while protecting their organisation, managers, and employees from unnecessary risk.

In just 60 minutes:

• Performance Management or Bullying? Understand where the line sits between reasonable management action and behaviour that may create workplace bullying concerns
• When a Complaint Changes the Process: Learn what employers should do when a bullying allegation is raised during an active performance management process
• Common Employer Mistakes: Discover where businesses commonly get caught out, including assumptions, rushed responses and poorly documented conversations
• Moving Forward with Confidence: How to respond to bullying allegations, document decisions and continue managing performance issues appropriately

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 1300 835 409 or email [email protected].

Many Australian businesses are facing increasing pressure to do more with less.

Rising costs, changing customer demand and operational challenges can force employers to reconsider how work is structured and whether existing roles remain sustainable.

But a genuine need to reduce costs does not give an employer permission to rush the process or treat redundancy as a foregone conclusion.

Employers must have legitimate business reasons for a proposed restructure and follow a fair and defensible process before making final decisions.

A process that appears predetermined, relies on vague reasoning or overlooks suitable redeployment opportunities can expose a business to unfair dismissal and other workplace claims, even where the commercial need for change is genuine.

In just 60 minutes:

• The Genuine Redundancy Test: Understand what employers need to demonstrate when restructuring roles or making positions redundant
• Common Redundancy Mistakes: Where employers get caught out, from inadequate consultation and predetermined outcomes to flawed selection processes
• Redeployment and Alternative Options: What employers should consider before deciding that redundancy is the only available solution
• Making a Defensible Decision: The practical steps, documentation and communication needed to support a fair and well-managed redundancy process

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 1300 835 409 or email [email protected].

When an employee is unable to perform their role due to illness or injury, employers must balance compassion, operational demands and legal risk.

While termination on medical grounds may be justified in some circumstances, getting the process wrong can expose a business to unfair dismissal, general protections or discrimination claims.

Before making a decision, employers need to understand whether the employee can safely and sustainably perform the inherent requirements of their role. This means obtaining current medical evidence, consulting with the employee and genuinely considering reasonable adjustments or other alternatives.

In this practical webinar, our experts will explain when termination for medical incapacity may be justified, where discrimination and dismissal risks can arise, and the.

In just 60 minutes:

• Medical Incapacity vs Discrimination: Understand where employers commonly get medical incapacity matters wrong and how these situations can lead to unfair dismissal, general protections or discrimination claims
• Assessing Capacity to Work: How to assess whether an employee can perform the inherent requirements of their role, including what medical information employers should seek and the limits of medical certificates
• Before Termination Is Considered: The steps employers should take before making a final decision, including reasonable adjustments and alternative arrangements
• Making a Defensible Decision: Discover how a fair, evidence-based and well-documented process can help protect your business when an employee may no longer be able to perform their role

Please note that this is general information and not intended to replace legal advice under any circumstances.

Have a question?

Have a question about the webinar, or perhaps you need some guidance on a HR or workplace safety matter? We’re happy to answer all your questions, call 1300 835 409 or email [email protected].