Employers should be aware of the risks involved when changing employment contracts, as employers cannot change contracts unilaterally, therefore employers should ensure that they adhere to the lawful processes when considering changing the terms of an employee contract.

An employer should make sure that they go through the correct procedure when making changes to a contract, ensuring that there will be no negative implications for the employee, as they may risk breaching the contract.

If a breach occurs then the organisation could face extensive damages, as well as unfair constructive dismissal claims.

An employer should be vigilant when considering an employee dismissal, ensuring that they carry out an essential enquiry in to the matter at hand, before deciding on a dismissal, as this option should be the last resort.

Before considering a dismissal, an employer should try to resolve any issues on an informal basis, which could involve a private chat with the staff member in question, before deciding the next steps to take.

Employers must ensure that they have written rules regarding disciplinary procedures, and that all staff are aware of these rules and procedures.  

The General Data Protection Regulation (GDPR) was enforced on the 25^th May 2018, which applied major changes to the way data is protected, enabling employers to reconsider their employment and HR procedures, and amend them in order to comply with GDPR requirements.

 Employers should maintain focus on the following factors:

If an employee began working after the 6^th April 2012, they can only claim unfair dismissal after two years of continuous employment, whereas if they were employed prior to the 6^th April 2012 then they can claim for unfair dismissal after one year of continuous employment.

The costs incurred to an employer in relation to unfair dismissals depend on the circumstances. If the Tribunal decides you are liable, then you may be charged for the compensation award up to £72,300, as well as a basic award of up to £12,900. Although the maximum costs are only awarded in extreme cases, as the tribunal awards compensation based on the reasons for dismissal and the behaviour of the employer in the dismissal process.