Deal with an employee who has been charged with, or convicted of, a criminal offence that occurred outside the workplace

Key points

  • The fact that an employee has been charged with, or convicted of, a criminal offence that occurred outside the workplace will not necessarily be a reason for disciplinary action.
  • It may be fair, in certain circumstances, for the employer to dismiss the employee, for example where continued employment would seriously damage the employer's reputation.
  • The employer must carry out its own investigation and follow a fair procedure before dismissing the employee or taking any other disciplinary action.

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