Andrew Spratt is an experienced employment law specialist and litigator at A&L Goodbody.
Andrew’s practice area is both contentious and non-contentious, with experience in the defence of discrimination claims with a focus on discrimination on grounds of religious belief and/or political opinion. Andrew has a breadth of experience advising clients in respect of the operation and process of the transfer of employees pursuant to the Transfer of Undertakings (Protection of Employment) Regulations 2006 and/or The Service Provision Change (Protection of Employment) Regulations (Northern Ireland) 2006.
He also regularly advises in-house HR personnel on day to day issues such as grievance and disciplinary matters, running tribunal claims, gathering witness evidence and in common with the others of the team, generally, giving practical, commercial and risk aware advice without reliance on counsel.
Andrew Spratt, Associate at A&L Goodbody, outlines practical steps to reduce risk with termination of employment.
Look into the Contract of Employment
The first port of call for an employer when considering the termination of an employee's employment should always be the employee's contract of employment. Provided that the contract has been dated and signed correctly, the procedure for removal may be more straightforward, specifically if the employee has been engaged for a period of less than one year as most dismissals by an employer within this time period will be protected from claims for unfair dismissal. (There are of course some important exceptions to this rule e.g. discrimination, whistleblowing, reason related to pregnancy).
The Contract should also indicate the
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