Outlook video: employment law prospects 2009

XpertHR editors Jo Stubbs and David Shepherd discuss the employment law outlook for 2009, focusing on the repeal of the statutory dispute resolution procedures expected in April and the new Acas code on disciplinary and grievance procedures. 

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More from XpertHR on discipline and grievance

XpertHR subscribers have access to a wealth of material on discipline and grievance - ranging from information on the practical implications of the repeal of the statutory dispute resolution procedures to good practice guides on conducting disciplinary investigations and interviews. We pick out just some of the information available on the subject. 

Guidance on forthcoming law The XpertHR forthcoming law section keeps tabs on the progress of the repeal, and provides links to further information on XpertHR and external documents. The latter include the 2007 Gibbons Review, which recommended the complete repeal of the statutory procedures, and the revised draft "Acas code of practice on disciplinary and grievance procedures". 

Employment Act 2008: disputes overlapping the commencement date Employment Law Bulletin consultant editor Darren Newman looks at the draft transitional provisions dealing with the position where an employer contemplates dismissal before 6 April 2009 or where an employee complains about an action that occurred before that date. 

Because of the transitional provisions, the statutory procedures will still be with us throughout most of 2009, and the courts and tribunals are likely to be dealing with them well into 2010. Run this search to find recent case reports concerning the dispute resolution procedures. 

The abolition of the statutory dispute resolution procedures XpertHR examines the practical implications of the repeal of the dispute resolution procedures for employers. 

Writing on the repeal of the dispute resolution procedures for XpertHR's topic of the week series, law firm Obsborne Clarke provides: an overview of the current procedures, information on the new Acas code of practice and guidance, a case study on the repeal and frequently asked questions. 

The XpertHR good practice guides go beyond the letter of the law to provide clear, simply written guidance on good practice in HR and people management. 

The series includes good practice guides on:

• handling discipline;
• conducting disciplinary investigations;
• conducting disciplinary interviews; and
• handling grievances. 

The XpertHR FAQ section answers employers' questions on the right to be accompanied at disciplinary and grievance hearings. Questions include: 

• For the purpose of the right to be accompanied how is a disciplinary or grievance hearing defined?
• Who can be chosen as a companion at a disciplinary or grievance hearing?
• Must an employer permit a 16 or 17 year old to be accompanied by a parent at a disciplinary or grievance hearing?
• Where an employer recognises one union can a worker ask to be accompanied by an official of another union at a disciplinary or grievance hearing?
• Where an employee chooses to be accompanied at a disciplinary or grievance hearing by a union official, is the official required to be qualified or trained in this role?
• What is the companion's role at a disciplinary or grievance hearing?
• Can a worker and union representative agree that the representative will answer all questions put to the worker at a disciplinary hearing?

Practical guidance from the XpertHR "how to" service, including how to: 

• deal with new allegations that come to light during a disciplinary investigation;
• chair a disciplinary hearing;
• handle grievances raised during disciplinary procedures;
• handle a situation where an employee goes off sick during a disciplinary process; and
• identify a step-one statement of grievance. 

Browse the full set of "how to" articles on disciplining employees and handling grievances. 

Helping you to create legally compliant documentation for your organisation. Model documents include a:

• procedure in the event of an employee going off sick during a disciplinary process;
• letter to a doctor seeking advice on whether an employee is well enough to attend a disciplinary hearing;
• letter informing a sick employee that a disciplinary hearing is going ahead in his or her absence;
• letter informing an employee that a fellow employee has raised a grievance against him or her;
• letter informing an employee of the employer's decision following a grievance appeal meeting;
• order of proceedings for a grievance hearing. 

Browse the full set of model policies and documents on discipline and grievance.