{"id":9761,"date":"2026-06-05T12:03:37","date_gmt":"2026-06-05T12:03:37","guid":{"rendered":"https:\/\/rfblegal.co.uk\/?post_type=insight&#038;p=9761"},"modified":"2026-06-05T12:03:39","modified_gmt":"2026-06-05T12:03:39","slug":"licenciements-mesures-disciplinaires-et-mise-a-lepreuve-guide-pratique-a-lintention-des-employeurs","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/fr\/perspectives\/licenciements-mesures-disciplinaires-et-mise-a-lepreuve-guide-pratique-a-lintention-des-employeurs\/","title":{"rendered":"Licenciements, mesures disciplinaires et p\u00e9riode d'essai : guide pratique \u00e0 l'intention des employeurs\u00a0"},"content":{"rendered":"<p class=\"wp-block-paragraph\">Dismissals and disciplinary issues are among the most common and difficult <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/ai-in-the-workplace-a-practical-guide-for-employers\/\">workplace<\/a> problems employers face. Whether an employer is dealing with misconduct,&nbsp;poor performance, absence, attitude concerns, a failed probationary period or a breakdown in <a href=\"https:\/\/rfblegal.co.uk\/fr\/categorie\/services-fiduciaires\/\">trust<\/a>, the decision to dismiss should not be rushed.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For employers, this is not simply an HR issue. It involves legal risk, management judgment, employee&nbsp;relations&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-affaires\/contentieux-immobilier-affaires\/entreprises-occupantes\/\">commercial<\/a> decision-making. If handled incorrectly, dismissals can lead to grievances,&nbsp;Acas&nbsp;Early Conciliation, <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/loi-de-2025-sur-les-droits-du-travail-guide-pratique-a-lintention-des-employeurs\/\">employment<\/a> tribunal <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/reclamations-pour-vetuste-guide-a-lusage-des-proprietaires-de-logements-prives\/\">claims<\/a>, management time, legal&nbsp;costs&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-personnes\/droit-reglementaire\/attenuer-les-atteintes-a-la-reputation\/\">reputational damage<\/a>.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is also a particularly&nbsp;important time&nbsp;for employers to review their approach.&nbsp;Acas&nbsp;helpline <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/mise-a-jour-de-la-protection-des-donnees-et-considerations-essentielles-pour-les-entreprises\/\">data<\/a> for October to December 2025 shows that <a href=\"https:\/\/rfblegal.co.uk\/fr\/base-de-connaissances\/discipline-professionnelle\/\">discipline<\/a>,&nbsp;dismissal&nbsp;and grievance was the most common call topic, accounting for around 41% of helpline calls.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/about-us\/service-statistics\/helpline\/2025-to-2026\/october-to-december-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Statistiques de la ligne d'assistance Acas)<\/a>&nbsp;In addition, from 1 January 2027, <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-personnes\/lemploi\/licenciement-abusif-2\/\">unfair dismissal<\/a> protection is due to apply after six months\u2019 service, rather than two years, and the cap on compensatory awards is due to be removed.&nbsp;<a href=\"https:\/\/www.acas.org.uk\/employment-rights-act-2025\" target=\"_blank\" rel=\"noreferrer noopener\">(Loi Acas de 2025 sur les droits en mati\u00e8re d'emploi)<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cet article aborde les principaux aspects dont les employeurs doivent tenir compte lorsqu'ils g\u00e8rent les licenciements, les proc\u00e9dures disciplinaires et les p\u00e9riodes d'essai.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pourquoi les employeurs devraient-ils prendre au s\u00e9rieux les proc\u00e9dures de licenciement ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Il existe plusieurs raisons pour lesquelles les employeurs devraient prendre au s\u00e9rieux les proc\u00e9dures de licenciement.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">First, there is the legal risk. Even where an employer has a genuine concern <a href=\"https:\/\/rfblegal.co.uk\/fr\/a-propos-de-nous\/\">about<\/a> an employee\u2019s conduct or performance, a dismissal can still be unfair if the employer does not follow a fair procedure.&nbsp;Acas&nbsp;guidance states that, for a dismissal to be fair, an employer should have a valid reason, make a decision that is balanced and consistent, and usually follow a full and fair procedure.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Deuxi\u00e8mement, il y a le risque financier. Si le Code de bonnes pratiques de l'Acas relatif aux proc\u00e9dures disciplinaires et de r\u00e8glement des griefs s'applique, un tribunal du travail peut majorer l'indemnisation jusqu'\u00e0 251 % lorsque l'employeur a, sans raison valable, manqu\u00e9 \u00e0 ses obligations au titre dudit code.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Troisi\u00e8mement, il y a le risque li\u00e9 \u00e0 la gestion. Les licenciements mal g\u00e9r\u00e9s d\u00e9g\u00e9n\u00e8rent souvent. Un salari\u00e9 qui aurait pu accepter une proc\u00e9dure \u00e9quitable et bien men\u00e9e peut, au contraire, d\u00e9poser une r\u00e9clamation, pr\u00e9senter une demande d'acc\u00e8s \u00e0 ses donn\u00e9es personnelles, contacter l'Acas ou saisir le tribunal s'il estime avoir \u00e9t\u00e9 trait\u00e9 de mani\u00e8re injuste.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Qu'est-ce qu'une proc\u00e9dure de licenciement \u00e9quitable ?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A fair dismissal process <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/un-testament-peut-il-annuler-mes-accords-anterieurs\/\">va<\/a> depend on the circumstances, but most disciplinary or performance-related dismissals should involve&nbsp;a <a href=\"https:\/\/rfblegal.co.uk\/fr\/wpcode\/temporary-phone-number-overwrite-for-immigration-pages\/\">number<\/a> of&nbsp;key steps.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">En r\u00e8gle g\u00e9n\u00e9rale, les employeurs devraient :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e9finir clairement le probl\u00e8me ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>enqu\u00eater sur les faits ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>informer l'employ\u00e9 par \u00e9crit des all\u00e9gations ou des pr\u00e9occupations ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>provide relevant <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/section-28-lutilisation-croissante-de-preuves-preenregistrees-dans-les-proces-penaux-partie-2\/\">evidence<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>convoquer le salari\u00e9 \u00e0 un entretien disciplinaire ou d'\u00e9valuation des comp\u00e9tences ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>permettre \u00e0 l'employ\u00e9 d'\u00eatre accompagn\u00e9 si n\u00e9cessaire ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>donner \u00e0 l'employ\u00e9 la possibilit\u00e9 de s'exprimer sur le motif du licenciement ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>prendre en compte les explications de l'employ\u00e9 avant de prendre une d\u00e9cision ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>decide on an <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/recours-en-matiere-dimmigration-et-dasile-comment-nous-pouvons-vous-aider-a-obtenir-le-resultat-que-vous-souhaitez\/\">outcome<\/a> that is reasonable and proportionate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>confirmer cette d\u00e9cision par \u00e9crit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>offer a <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/le-droit-de-preemption-informations-essentielles-pour-les-proprietaires-et-les-locataires\/\">right<\/a> de <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/victoire-du-tribunal-dappel-en-matiere-demploi\/\">appeal<\/a>.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Le point essentiel pour les employeurs est que le processus ne doit pas \u00eatre pr\u00e9d\u00e9termin\u00e9. Les responsables doivent aborder la question avec un esprit ouvert et ne pas se prononcer sur l'issue avant d'avoir entendu l'employ\u00e9.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Faute professionnelle et faute grave&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Misconduct issues may include poor behaviour, failure to follow instructions, <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/que-faire-si-votre-locataire-commercial-ne-respecte-pas-le-bail\/\">breach<\/a> of policy, inappropriate communications, timekeeping problems, unauthorised&nbsp;absence&nbsp;or failure to meet workplace standards.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Gross misconduct is more serious. It may include theft, violence, serious insubordination, fraud, serious breach of confidentiality, serious harassment, serious <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-affaires\/enquetes-reglementaires\/reglementation-en-matiere-de-sante-et-de-securite\/\">health and safety<\/a> <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/ce-que-tout-bailleur-commercial-doit-savoir-sur-les-ruptures-de-contrat-de-location\/\">breaches<\/a> or other conduct that fundamentally undermines the employment relationship.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, employers should be careful before labelling conduct as gross misconduct. Not every&nbsp;serious issue&nbsp;justifies <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/comment-reussir-une-demande-de-jugement-sommaire\/\">summary<\/a> dismissal. Employers should consider the facts, the employee\u2019s explanation, length of service,&nbsp;previous&nbsp;record, consistency with&nbsp;previous&nbsp;cases, any mitigation and whether dismissal falls within the range of reasonable responses.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Avant de licencier un salari\u00e9 pour faute grave, les employeurs devraient g\u00e9n\u00e9ralement se poser les questions suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quelles sont exactement les all\u00e9gations ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quels sont les \u00e9l\u00e9ments qui \u00e9tayent cette all\u00e9gation ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Une enqu\u00eate en bonne et due forme a-t-elle \u00e9t\u00e9 men\u00e9e ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>L'employ\u00e9 a-t-il eu la possibilit\u00e9 de s'exprimer ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Y a-t-il des circonstances att\u00e9nuantes ?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Le licenciement sans pr\u00e9avis est-il vraiment justifi\u00e9 ?\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs qui licencient trop h\u00e2tivement s'exposent \u00e0 des risques inutiles, m\u00eame lorsqu'il existe un r\u00e9el probl\u00e8me de comportement pendant la p\u00e9riode d'essai.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Faibles performances et capacit\u00e9s&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les performances insuffisantes doivent g\u00e9n\u00e9ralement \u00eatre trait\u00e9es diff\u00e9remment des fautes professionnelles, en particulier pendant la p\u00e9riode d'essai.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In many cases, the issue is not that the employee has deliberately done something wrong, but that they are not meeting the required <a href=\"https:\/\/rfblegal.co.uk\/fr\/rfbtermsof-business0625\/\">standard<\/a>. That may require clearer expectations, training, supervision, performance targets, review&nbsp;meetings&nbsp;and warnings before dismissal is considered.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00eatre clairs sur les points suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quelle est la norme attendue ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en quoi l'employ\u00e9 n'est pas \u00e0 la hauteur ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quelles am\u00e9liorations sont n\u00e9cessaires ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what <a href=\"https:\/\/rfblegal.co.uk\/fr\/etiquette\/support-staff\/\">assistance<\/a> will be provided;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>comment les progr\u00e8s seront mesur\u00e9s ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>le calendrier pr\u00e9vu pour la mise en \u0153uvre des am\u00e9liorations ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ce qui pourrait arriver si aucune am\u00e9lioration n'est constat\u00e9e.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A common mistake is moving straight to dismissal without giving the employee a fair opportunity to improve. This is particularly risky where the employee has not previously been told that their performance may put their employment at risk. Where performance issues may be linked to health, disability, <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/la-neurodiversite-sur-le-lieu-de-travail-un-guide-pratique-pour-les-employeurs\/\">neurodiversity<\/a>, pregnancy, caring responsibilities or workplace stress, employers should be particularly careful.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">P\u00e9riodes d'essai&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les p\u00e9riodes d'essai sont souvent mal comprises.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Une p\u00e9riode d'essai peut s'av\u00e9rer utile, car elle permet \u00e0 l'employeur comme \u00e0 l'employ\u00e9 d'\u00e9valuer rapidement si le poste convient. Cela ne signifie toutefois pas que l'employeur peut licencier sans suivre aucune proc\u00e9dure.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The legal risk during probation may currently be lower in many ordinary unfair dismissal cases where the employee has less than two years\u2019 service. However, that does not remove all risk. Employees may still bring claims relating to discrimination, <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-personnes\/lemploi\/denonciation\/\">whistleblowing<\/a>, automatic unfair dismissal, unlawful deduction from wages, notice pay, <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/indemnites-de-conges-payes-horaires-irreguliers-et-tenue-des-registres-guide-pratique-a-lintention-des-employeurs\/\">holiday<\/a> pay or breach of contract.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Le risque augmentera \u00e9galement \u00e0 compter du 1er janvier 2027, date \u00e0 laquelle la protection contre le licenciement abusif s'appliquera apr\u00e8s six mois d'anciennet\u00e9. Cela signifie que les employeurs devraient d\u00e8s \u00e0 pr\u00e9sent accorder davantage d'importance \u00e0 la gestion de la p\u00e9riode d'essai en tant que question de conformit\u00e9 contractuelle.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient tenir compte des \u00e9l\u00e9ments suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si le contrat de travail comporte une clause claire relative \u00e0 la p\u00e9riode d'essai ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employeur a le droit de prolonger la p\u00e9riode d'essai ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si un d\u00e9lai de pr\u00e9avis plus court s'applique pendant la p\u00e9riode d'essai ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si des r\u00e9unions d'\u00e9valuation de la probation ont lieu ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si ces pr\u00e9occupations sont consign\u00e9es par \u00e9crit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si l'employ\u00e9 a \u00e9t\u00e9 inform\u00e9 des points \u00e0 am\u00e9liorer ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>si le licenciement, qu'il intervienne pendant ou \u00e0 l'issue de la p\u00e9riode d'essai, est trait\u00e9 de mani\u00e8re \u00e9quitable.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une p\u00e9riode d'essai bien g\u00e9r\u00e9e peut r\u00e9duire le risque de litiges et faciliter la justification d'un \u00e9ventuel licenciement.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gestion de la proc\u00e9dure disciplinaire&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Une proc\u00e9dure disciplinaire \u00e9quitable commence g\u00e9n\u00e9ralement par une enqu\u00eate \u00e9quitable. L'enqu\u00eate a pour but d'\u00e9tablir les faits, et non de prouver la culpabilit\u00e9 de l'employ\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depending on the circumstances, an investigation may involve reviewing <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/guide-du-nouvel-exercice-financier-sassurer-que-les-documents-juridiques-de-son-entreprise-sont-a-jour\/\">documents<\/a>, emails, messages, system records, witness evidence, CCTV,&nbsp;policies&nbsp;or&nbsp;previous&nbsp;warnings. Employers should consider evidence that supports the allegation and evidence that may support the employee\u2019s position.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If the matter&nbsp;proceeds&nbsp;to a disciplinary hearing, the employee should usually be given written <a href=\"https:\/\/rfblegal.co.uk\/fr\/ancienne-page-daccueil\/edentran\/\">details<\/a> of the allegations, copies of relevant evidence, reasonable time to prepare, details of the possible outcomes and confirmation of the right to be&nbsp;accompanied.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Lors de l'audience, l'employeur doit exposer les faits reproch\u00e9s, passer en revue les \u00e9l\u00e9ments de preuve et donner \u00e0 l'employ\u00e9 la possibilit\u00e9 de s'exprimer. L'employeur doit ensuite ajourner la s\u00e9ance avant de prendre une d\u00e9cision. Cela permet de d\u00e9montrer que la d\u00e9cision n'\u00e9tait pas prise d'avance.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should usually offer a right of appeal. An appeal gives the employer an opportunity to correct mistakes before the <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/lors-de-lexamen-de-larticle-9-de-la-loi-de-1996-sur-larbitrage-la-question\/\">question<\/a> escalates. Where possible, the appeal should be heard by someone who was not involved in the original decision and who has authority to change the outcome.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Griefs soulev\u00e9s au cours d'une proc\u00e9dure disciplinaire&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs ont souvent du mal \u00e0 g\u00e9rer la situation lorsqu'un salari\u00e9 d\u00e9pose une plainte au cours d'une proc\u00e9dure disciplinaire ou de licenciement.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">La d\u00e9marche \u00e0 adopter d\u00e9pendra des circonstances. Parfois, le grief peut \u00eatre trait\u00e9 parall\u00e8lement \u00e0 la proc\u00e9dure disciplinaire. Dans d'autres cas, il peut \u00eatre n\u00e9cessaire de suspendre la proc\u00e9dure disciplinaire le temps que le grief fasse l'objet d'une enqu\u00eate. Dans d'autres cas encore, le grief peut \u00eatre \u00e9troitement li\u00e9 aux questions disciplinaires et \u00eatre pris en compte dans le cadre du processus d\u00e9cisionnel global.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient tenir compte des \u00e9l\u00e9ments suivants :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>l'objet de la r\u00e9clamation ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qu'il s'agisse d'\u00e9l\u00e9ments directement li\u00e9s aux faits reproch\u00e9s ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qu'il s'agisse de questions li\u00e9es \u00e0 la discrimination, \u00e0 la d\u00e9nonciation ou \u00e0 la victimisation ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il y a lieu de mener une enqu\u00eate plus approfondie ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>s'il convient de modifier le calendrier.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Une r\u00e9clamation ne doit pas automatiquement faire \u00e9chouer une proc\u00e9dure disciplinaire, mais elle ne doit pas non plus \u00eatre ignor\u00e9e.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Les erreurs courantes des employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs doivent \u00eatre particuli\u00e8rement attentifs \u00e0 \u00e9viter les erreurs suivantes :&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>d\u00e9cider de classer l'affaire sans suite avant m\u00eame que la proc\u00e9dure n'ait commenc\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas mener d'enqu\u00eate en bonne et due forme ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas consigner les all\u00e9gations par \u00e9crit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas avoir produit de preuves lors de l'audience disciplinaire ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne laissant pas suffisamment de temps \u00e0 l'employ\u00e9 pour se pr\u00e9parer ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consid\u00e9rer les employ\u00e9s en p\u00e9riode d'essai comme n'ayant aucun droit ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas consigner les pr\u00e9occupations relatives \u00e0 la p\u00e9riode de probation ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>licencier pour cause de mauvaises performances sans avertissement ni accompagnement ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qualifier trop h\u00e2tivement un comportement de faute grave ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en faisant abstraction des \u00e9ventuels cas de discrimination, de d\u00e9nonciation ou de probl\u00e8mes de sant\u00e9 ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas avoir donn\u00e9 la possibilit\u00e9 de faire appel ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>en recourant \u00e0 des proc\u00e9dures disciplinaires ou d'\u00e9valuation des comp\u00e9tences obsol\u00e8tes ;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ne pas former les cadres.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">De nombreuses plaintes pour licenciement ne sont pas dues au fait que l'employeur n'ait pas pris le probl\u00e8me au s\u00e9rieux, mais au fait que celui-ci a \u00e9t\u00e9 trait\u00e9 trop rapidement, de mani\u00e8re trop informelle ou sans preuves suffisantes.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Mesures pratiques pour les employeurs&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les employeurs devraient envisager de prendre d\u00e8s maintenant les mesures suivantes :&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>R\u00e9viser les politiques disciplinaires et celles relatives aux comp\u00e9tences.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"2\" class=\"wp-block-list\">\n<li>Review probationary period clauses in <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-affaires\/entreprise-demploi\/contrats-de-travail\/\">employment contracts<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Mettre en place des mod\u00e8les clairs pour l'\u00e9valuation de la p\u00e9riode d'essai.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Former les responsables \u00e0 la gestion des cas de mauvaise conduite et des probl\u00e8mes de performance.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"5\" class=\"wp-block-list\">\n<li>Make sure allegations are put in writing before <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-personnes\/droit-reglementaire\/discipline-professionnelle\/\">disciplinary hearings<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Veillez \u00e0 ce que les employ\u00e9s disposent des \u00e9l\u00e9ments n\u00e9cessaires et d'un d\u00e9lai raisonnable pour se pr\u00e9parer.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Conservez des comptes rendus d\u00e9taill\u00e9s des r\u00e9unions d'enqu\u00eate, des audiences disciplinaires et des audiences d'appel.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"8\" class=\"wp-block-list\">\n<li>Check whether dismissal <a href=\"https:\/\/rfblegal.co.uk\/fr\/perspectives\/les-entreprises-dotees-dun-seul-administrateur-et-de-statuts-types-peuvent-elles-prendre-des-decisions-valables\/\">decisions<\/a> are consistent with\u00a0previous\u00a0cases.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Demandez conseil avant de licencier des employ\u00e9s dans des cas pouvant relever de la discrimination, de la d\u00e9nonciation ou de probl\u00e8mes de sant\u00e9.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Pr\u00e9parez-vous \u00e0 la r\u00e9duction de la p\u00e9riode d'anciennet\u00e9 requise pour invoquer un licenciement abusif \u00e0 compter de janvier 2027.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">La mise en \u0153uvre de ces mesures peut r\u00e9duire les risques juridiques et aider les employeurs \u00e0 g\u00e9rer les probl\u00e8mes sur le lieu de travail avec plus d'assurance.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Les licenciements, les mesures disciplinaires et les p\u00e9riodes d'essai sont des questions que les employeurs ne peuvent se permettre de traiter \u00e0 la l\u00e9g\u00e8re, en particulier lorsqu'il s'agit d'examiner les motifs de licenciement. Mal g\u00e9r\u00e9es, elles peuvent donner lieu \u00e0 des r\u00e9clamations, \u00e0 une conciliation pr\u00e9coce aupr\u00e8s de l'Acas, \u00e0 des plaintes pour licenciement abusif, \u00e0 des plaintes pour discrimination et \u00e0 des perturbations \u00e9vitables au sein de la direction. G\u00e9r\u00e9es correctement, elles permettent aux employeurs de traiter les probl\u00e8mes sur le lieu de travail de mani\u00e8re \u00e9quitable, coh\u00e9rente et rationnelle.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pour les employeurs, l'essentiel est d'agir rapidement, d'\u00e9viter les suppositions et de suivre une proc\u00e9dure \u00e9quitable. Cela deviendra d'autant plus important que la protection contre le licenciement abusif s'appliquera \u00e0 compter du 1er janvier 2027, apr\u00e8s six mois d'anciennet\u00e9.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/fr\/\">Fletcher<\/a> Baker, our Employment <a href=\"https:\/\/rfblegal.co.uk\/fr\/etiquette\/equipe-contentieux-dj\/\">Team<\/a> advises employers on dismissals, disciplinary procedures, probationary periods, grievances, performance&nbsp;management&nbsp;and employment <a href=\"https:\/\/rfblegal.co.uk\/fr\/services\/droit-des-personnes\/lemploi\/recours-au-tribunal-du-travail\/\">tribunal claims<\/a>. If you&nbsp;require&nbsp;advice on managing a dismissal or reviewing your disciplinary and probation processes, we can help you assess the risks and&nbsp;identify&nbsp;a practical way forward.&nbsp;<\/p>","protected":false},"author":12,"featured_media":9763,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[67],"tags":[],"class_list":["post-9761","insight","type-insight","status-publish","format-standard","has-post-thumbnail","hentry","category-employment"],"acf":[],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Dismissals and disciplinary issues are among the most common and difficult workplace problems employers face. 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