Having to dismiss an employee is always stressful and disruptive, both for you and for the rest of your employees. However, you can take steps to help prevent this type of situation arising in the first place

When you take on a new member of staff, use the probationary period wisely, advises Hilary Hall, chief executive of the National Beauty Federation (NBF).

“A formal period of induction and training will help your new employee feel part of the team and give them a clear understanding of what’s expected from day one.”

Explain who they will report to on a day-to-day basis, how the ongoing performance review process works, and who they should speak to if they have any questions or problems.

“Make the effort to monitor, mentor and support your new employees from the start,” says Hall. “This will pay dividends as both positive and negative feedback will be accepted more readily as part of the mix, avoiding the need for ‘difficult’ conversations out of the blue.” Find out how to reward your team for long-term success at nhf.info/reward

Dealing with underperformance

If your employee repeatedly misses their targets and underperforms, you will need to discuss the situation with them.

“Remember you have a duty of care towards your employee, so be aware that there may be personal or workplace issues that are affecting their standard of work or attendance levels,” says Hall.

“Your first step will be to explore the various issues that may be affecting their performance – but don’t be critical or negative. Say you know that they can make a great contribution to the success of the business and you want to help them do that.”

You’ll also need to ask yourself if you have given your employee clear goals to aim for and provided the training and support they need to do their job well. Find how to deal with a stressed employee at nhf.info/stressed-employee

When things don’t work out

If your employee continues to underperform despite your best efforts to support them, you may need to start formal performance-management proceedings which could lead to dismissal.

NBF members can download free employee contracts and handbooks which set out what will happen if your employee consistently underperforms at work. Find out more at nhf.info/contracts

Making staff redundant

The lawful reasons for redundancy are:

• Your business closes permanently or temporarily.

• Your business moves and your employee cannot get to the new place of work.

• Fewer employees are needed to do the existing work. Take legal advice before making anyone redundant to make sure you don’t break employment law.

Dismissal, redundancy and maternity

“Be extra careful when dealing with employees who are pregnant or on maternity leave as they have special protection against discrimination,” warns Hall.

NBF members can download a free pregnancy and parenting guide, which includes in-depth information about employment rights in relation to pregnancy and parenting, at nhf.info/maternity-guide

The NBF

For less than 75p a day, the National Beauty Federation (NBF) will help you boost your business while keeping you safe, legal and bang up to date with all the latest business laws. You’ll wonder what you did without us. The NBF is the sister trade association of the National Hairdressers Federation (NHF). Find out more: nhf.info/nbf

Join the NBF before the end of July 2019 and quote PBJ25 to get £25 off your membership fee.

Join online at nhf.info/join Or call us on 01234 831965