The build-up is complete. The tension in the boardroom is palpable. A dramatic pause, a withering look, and then it comes — someone is unceremoniously ejected from the programme. The reason? A seemingly minor misunderstanding or an offhand comment interpreted as a cardinal sin.
Setting aside the manufactured drama of reality TV, we all know that behind the scenes, this is entertainment — not employment law. There’s no employment contract, no legal obligations, and no real consequence for the employer (or the scriptwriters). But it makes for compelling viewing.
That said, I often find myself – much to my wife’s bemusement – commenting on how such scenarios would never stand up in real life. “You can’t just dismiss someone for that without going through a proper process,” I’ll mutter. Or: “That’s not a redundancy – where’s the consultation?” These observations usually prompt a roll of the eyes and a polite change of subject.
But here’s the serious part. I sincerely hope that small businesses — especially those without dedicated HR support — don’t take their cue from what they see on screen. Because in the real world, handling people and legal issues in a cavalier, ‘TV-style’ manner can be costly, time-consuming, and emotionally draining. We’ve supported far too many clients through the aftermath of those mistakes.
The Right Way To Deal With A Dismissal
Dismissal is one of the most sensitive and potentially risky actions any employer can take — and getting it wrong can lead to significant legal, financial and reputational consequences. Whether it’s a matter of poor performance, misconduct, redundancy or even a breakdown in the working relationship, there are clear legal processes that need to be followed.
That doesn’t mean it needs to be drawn out or overly complex. But it does mean taking the right steps at the right time — having a fair reason, following a fair process, and documenting everything appropriately. Too often, we see businesses act out of frustration or make snap decisions without understanding their obligations under employment law.
This is particularly common in small and medium-sized businesses where HR isn’t always front of mind, and where managers are juggling multiple responsibilities. Unfortunately, the reality is that employment tribunals don’t take inexperience or lack of resources as a defence.
If you’re unsure about the correct procedure — or even whether dismissal is the right course of action at all — it’s always better to seek advice early. That’s where we come in. Our HR experts can guide you through the process step by step, ensuring you stay compliant, reduce risk, and treat the employee fairly.
We’ll help you:
- Understand whether a dismissal is legally justifiable
- Follow the correct disciplinary or capability procedures
- Manage redundancy consultations where appropriate
- Handle protected conversations and settlement agreements
- Avoid the common pitfalls that trip up even experienced managers
Contact us today to talk through your situation, however small it may seem. A quick conversation now could save you a lot of drama later.
