Sometimes employment problems start with a well-intentioned comment. Most employers know they shouldn’t say without preamble: “You’re fired” or “The redundancy decision has already been made.”

But what about the comments that sound perfectly reasonable at the time?

• “Off the record, you might want to start looking for another job.”
• “Don’t worry, you are safe. We will be selecting John for redundancy.”
• “If you admit what happened, this will probably go better for you.”
• “I can’t share the financial information because it’s confidential.”
• “Resignation is still an option if you don’t want to go through this process.”

Many comments are made with good intentions. Some are legally risky. Others can completely undermine what would otherwise have been a fair process.

Join us for a practical, 45-minute webinar where we will explore the ‘grey area’ questions employers frequently ask.

We’ll discuss:

• What you can and can’t say in the early stages of a disciplinary process
• The comments that can suggest you’ve already made up your mind
• The most common mistakes employers make during redundancy consultations
• When “helpful” conversations create legal risk

Feel free to share this invitation with other business owners or managers who could benefit. Everyone is welcome to attend.

If you have a specific question you would like answered, please email it to [email protected]  by Tuesday, 10 August or mention it in the comments section during registration.

This webinar is intentionally not recorded to encourage open discussion and protect privacy. Participants are not to record, transcribe, or use AI note-taking tools during the session. 

Click here to read our Webinar Privacy & Recording Policy.