{"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":"licenziamenti-provvedimenti-disciplinari-e-periodo-di-prova-una-guida-pratica-per-i-datori-di-lavoro","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/licenziamenti-provvedimenti-disciplinari-e-periodo-di-prova-una-guida-pratica-per-i-datori-di-lavoro\/","title":{"rendered":"Licenziamenti, provvedimenti disciplinari e periodo di prova: una guida pratica per i datori di lavoro\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\/it\/approfondimenti\/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\/it\/categoria\/servizi-fiduciari\/\">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\/it\/servizi\/diritto-commerciale\/contenzioso-immobiliare\/occupanti-aziendali\/\">commerciale<\/a> decision-making. If handled incorrectly, dismissals can lead to grievances,&nbsp;Acas&nbsp;Early Conciliation, <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/legge-sui-diritti-dei-lavoratori-del-2025-una-guida-pratica-per-i-datori-di-lavoro\/\">employment<\/a> tribunal <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/reclami-per-morosita-una-guida-per-i-locatori-privati-di-immobili-residenziali\/\">claims<\/a>, management time, legal&nbsp;costs&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/it\/servizi\/diritto-personale\/diritto-normativo\/attenuare-i-danni-alla-reputazione\/\">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\/it\/approfondimenti\/aggiornamenti-sulla-protezione-dei-dati-e-considerazioni-chiave-per-le-aziende\/\">data<\/a> for October to December 2025 shows that <a href=\"https:\/\/rfblegal.co.uk\/it\/base-di-conoscenza\/disciplina-professionale\/\">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\">(Dati statistici della linea di assistenza Acas)<\/a>&nbsp;In addition, from 1 January 2027, <a href=\"https:\/\/rfblegal.co.uk\/it\/servizi\/diritto-personale\/occupazione\/licenziamento-ingiustificato\/\">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\">(Legge sui diritti dei lavoratori dell'Acas del 2025)<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il presente articolo esamina gli aspetti fondamentali di cui i datori di lavoro devono tenere conto nella gestione dei licenziamenti, dei procedimenti disciplinari e dei periodi di prova.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Perch\u00e9 i datori di lavoro dovrebbero prendere sul serio le procedure di licenziamento?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Ci sono diversi motivi per cui i datori di lavoro dovrebbero prendere sul serio le procedure di licenziamento.&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\/it\/chi-siamo\/\">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\">In secondo luogo, vi \u00e8 il rischio finanziario. Qualora si applichi il Codice di condotta dell\u2019Acas in materia di procedure disciplinari e di reclamo, un tribunale del lavoro pu\u00f2 aumentare il risarcimento fino a 25% qualora il datore di lavoro abbia omesso in modo irragionevole di attenersi al Codice.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In terzo luogo, vi \u00e8 il rischio gestionale. I licenziamenti gestiti in modo inadeguato spesso degenerano. Un dipendente che avrebbe potuto accettare una procedura equa e ben gestita potrebbe invece presentare un reclamo, inviare una richiesta di accesso ai propri dati personali, contattare l\u2019Acas o adire un tribunale se ritiene di essere stato trattato in modo ingiusto.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Che cos\u2019\u00e8 una procedura di licenziamento equa?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A fair dismissal process <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/un-testamento-puo-annullare-i-miei-accordi-precedenti\/\">volont\u00e0<\/a> depend on the circumstances, but most disciplinary or performance-related dismissals should involve&nbsp;a <a href=\"https:\/\/rfblegal.co.uk\/it\/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\">Di norma, i datori di lavoro dovrebbero:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>identificare chiaramente il problema;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>accertare i fatti;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>comunicare per iscritto al dipendente le accuse o le preoccupazioni;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>provide relevant <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/sezione-28-il-crescente-uso-di-prove-preregistrate-nei-processi-penali-parte-2\/\">evidence<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>convocare il dipendente a un colloquio disciplinare o di valutazione delle competenze;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>consentire al dipendente di farsi accompagnare, ove opportuno;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>conferire al dipendente un\u2019adeguata opportunit\u00e0 di rispondere al motivo del licenziamento;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>valutare la spiegazione fornita dal dipendente prima di prendere una decisione;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>decide on an <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/ricorsi-in-materia-di-immigrazione-e-asilo-come-possiamo-aiutarvi-a-ottenere-il-risultato-che-desiderate\/\">outcome<\/a> that is reasonable and proportionate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>confermare la decisione per iscritto;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>offer a <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/il-diritto-di-prelazione-nozioni-chiave-per-proprietari-e-inquilini\/\">right<\/a> di <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/vittoria-in-appello-del-tribunale-del-lavoro\/\">appeal<\/a>.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Il punto fondamentale per i datori di lavoro \u00e8 che il processo non debba essere prestabilito. I dirigenti dovrebbero affrontare la questione con mente aperta e non dovrebbero decidere l\u2019esito prima di aver ascoltato il dipendente.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Condotta scorretta e condotta gravemente scorretta&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\/it\/approfondimenti\/cosa-fare-se-il-vostro-inquilino-commerciale-viola-il-contratto-di-locazione\/\">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\/it\/servizi\/diritto-commerciale\/indagini-normative\/norme-di-salute-e-sicurezza\/\">health and safety<\/a> <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/cosa-deve-sapere-ogni-locatore-commerciale-sulle-violazioni-dei-contratti-di-locazione-da-parte-degli-inquilini\/\">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\/it\/approfondimenti\/come-avere-successo-in-una-richiesta-di-giudizio-sommario\/\">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\">Prima di licenziare un dipendente per grave inadempienza, i datori di lavoro dovrebbero di norma chiedersi:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Cosa si sostiene esattamente?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Quali prove sostengono tale accusa?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>\u00c8 stata condotta un'indagine adeguata?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Al dipendente \u00e8 stata data un'adeguata possibilit\u00e0 di rispondere?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ci sono circostanze attenuanti?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Il licenziamento senza preavviso \u00e8 davvero giustificato?\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro che procedono al licenziamento con troppa fretta potrebbero esporsi a rischi inutili, anche nei casi in cui sussistano effettive preoccupazioni relative alla condotta del dipendente durante il periodo di prova.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Prestazioni e capacit\u00e0 insufficienti&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Le prestazioni insoddisfacenti dovrebbero di norma essere gestite in modo diverso rispetto ai casi di comportamento scorretto, soprattutto durante il periodo di prova.&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\/it\/rfbtermsofbusiness0625\/\">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\">I datori di lavoro dovrebbero chiarire quanto segue:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quale standard ci si aspetta;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>in che modo il dipendente non \u00e8 all'altezza;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quali miglioramenti sono necessari;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what <a href=\"https:\/\/rfblegal.co.uk\/it\/tag\/support-staff\/\">supporto<\/a> will be provided;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>come verr\u00e0 misurato il miglioramento;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>i tempi previsti per il miglioramento;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>cosa potrebbe accadere se non si ottenesse alcun miglioramento.\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\/it\/approfondimenti\/neurodiversity-in-the-workplace-a-practical-guide-for-employers\/\">neurodiversity<\/a>, pregnancy, caring responsibilities or workplace stress, employers should be particularly careful.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Periodi di prova&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I periodi di prova sono spesso oggetto di fraintendimenti.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Un periodo di prova pu\u00f2 essere utile perch\u00e9 offre sia al datore di lavoro che al dipendente l\u2019opportunit\u00e0 di valutare fin da subito se il rapporto di lavoro sta funzionando. Tuttavia, ci\u00f2 non significa che il datore di lavoro possa licenziare senza seguire alcuna procedura.&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\/it\/servizi\/diritto-personale\/occupazione\/whistleblowing\/\">whistleblowing<\/a>, automatic unfair dismissal, unlawful deduction from wages, notice pay, <a href=\"https:\/\/rfblegal.co.uk\/it\/approfondimenti\/holiday-pay-irregular-hours-and-record-keeping-a-practical-guide-for-employers\/\">holiday<\/a> pay or breach of contract.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Il rischio aumenter\u00e0 inoltre a partire dal 1\u00b0 gennaio 2027, quando entrer\u00e0 in vigore la tutela contro il licenziamento ingiustificato dopo sei mesi di anzianit\u00e0 di servizio. Ci\u00f2 significa che i datori di lavoro dovrebbero iniziare fin da ora a considerare la gestione del periodo di prova come una questione di conformit\u00e0 contrattuale ancora pi\u00f9 importante.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro dovrebbero tenere presente quanto segue:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se il contratto di lavoro contenga una clausola chiara relativa al periodo di prova;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se il datore di lavoro abbia il diritto di prorogare il periodo di prova;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se durante il periodo di prova si applichi un preavviso pi\u00f9 breve;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se si stanno svolgendo le riunioni di revisione della libert\u00e0 vigilata;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se le preoccupazioni siano documentate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se al dipendente \u00e8 stato indicato cosa deve migliorare;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se il licenziamento durante o al termine del periodo di prova venga gestito in modo equo.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Un processo di prova ben gestito pu\u00f2 ridurre il rischio di controversie e rendere pi\u00f9 facile giustificare un eventuale licenziamento.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gestione del procedimento disciplinare&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Un procedimento disciplinare equo inizia solitamente con un'indagine imparziale. Lo scopo dell'indagine \u00e8 accertare i fatti, non dimostrare la colpevolezza del dipendente.&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\/it\/approfondimenti\/guida-al-nuovo-anno-finanziario-per-garantire-laggiornamento-dei-documenti-legali-della-vostra-azienda\/\">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\/it\/homepage-vecchia\/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\">Durante l'udienza, il datore di lavoro dovrebbe illustrare le accuse, esaminare le prove e concedere al dipendente un'adeguata opportunit\u00e0 di rispondere. Il datore di lavoro dovrebbe quindi aggiornare la seduta prima di prendere una decisione. Ci\u00f2 contribuisce a dimostrare che la decisione non era stata predeterminata.&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\/it\/approfondimenti\/quando-si-considera-larticolo-9-dellarbitration-act-1996-che-cosa-e-la-materia\/\">matter<\/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\">Reclami sollevati nel corso di un procedimento disciplinare&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro si trovano spesso in difficolt\u00e0 quando un dipendente presenta un reclamo nel corso di un procedimento disciplinare o di licenziamento.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">L'approccio corretto dipender\u00e0 dalle circostanze. A volte il reclamo pu\u00f2 essere gestito parallelamente al procedimento disciplinare. Altre volte potrebbe essere necessario sospendere il procedimento disciplinare mentre si svolge l'indagine sul reclamo. In altri casi, il reclamo pu\u00f2 essere strettamente collegato alle questioni disciplinari e pu\u00f2 essere considerato parte integrante del processo decisionale complessivo.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro dovrebbero tenere presente quanto segue:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>su cosa verte il reclamo;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se sia direttamente collegato alle accuse disciplinari;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se solleva questioni relative alla discriminazione, alla segnalazione di irregolarit\u00e0 o alla ritorsione;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se siano necessarie ulteriori indagini;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se sia opportuno modificare l'orario.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Un reclamo non dovrebbe automaticamente far deragliare un procedimento disciplinare, ma non dovrebbe nemmeno essere ignorato.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Errori comuni commessi dai datori di lavoro&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro dovrebbero prestare particolare attenzione a evitare i seguenti errori:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>decidere di archiviare il caso prima che il procedimento abbia avuto inizio;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>non aver svolto indagini adeguate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>non mettere per iscritto le accuse;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la mancata presentazione di prove in sede di udienza disciplinare;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>non concedendo al dipendente il tempo sufficiente per prepararsi;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>trattare i dipendenti in prova come se non avessero alcun diritto;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>omessa documentazione delle preoccupazioni relative alla libert\u00e0 vigilata;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>licenziare per scarso rendimento senza preavvisi n\u00e9 sostegno;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>classificare troppo frettolosamente un comportamento come grave violazione disciplinare;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>trascurando eventuali casi di discriminazione, segnalazioni di irregolarit\u00e0 o problemi di salute;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>non presentare ricorso;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ricorrendo a procedure disciplinari o relative alle competenze ormai obsolete;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>la mancata formazione dei dirigenti.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Molte cause di licenziamento non nascono perch\u00e9 il datore di lavoro non avesse alcuna preoccupazione, ma perch\u00e9 tale preoccupazione \u00e8 stata gestita troppo frettolosamente, in modo troppo informale o senza prove adeguate.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Misure concrete per i datori di lavoro&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I datori di lavoro dovrebbero prendere in considerazione l'adozione delle seguenti misure sin da ora:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Esaminare le politiche disciplinari e relative alle competenze.\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\/it\/servizi\/diritto-commerciale\/occupazione-aziendale\/contratti-di-lavoro\/\">employment contracts<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Introdurre modelli chiari per la valutazione del periodo di prova.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Formare i responsabili di treno su come gestire i casi di comportamento scorretto e le questioni relative alle prestazioni.\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\/it\/servizi\/diritto-personale\/diritto-normativo\/disciplina-professionale\/\">disciplinary hearings<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Assicurarsi che ai dipendenti vengano fornite le prove necessarie e un tempo ragionevole per prepararsi.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Tenere un registro accurato delle riunioni investigative, delle udienze disciplinari e delle udienze di appello.\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\/it\/approfondimenti\/le-societa-con-un-solo-amministratore-e-un-modello-di-statuto-possono-prendere-decisioni-valide\/\">decisions<\/a> are consistent with\u00a0previous\u00a0cases.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Chiedete consiglio prima di licenziare dipendenti in casi in cui possano sussistere elementi di discriminazione, segnalazioni di irregolarit\u00e0 o problemi di salute.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Preparatevi alla riduzione del periodo di prova previsto per il licenziamento ingiustificato a partire da gennaio 2027.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Adottare queste misure pu\u00f2 ridurre i rischi legali e aiutare i datori di lavoro ad affrontare le questioni relative al posto di lavoro con maggiore sicurezza.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusione&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">I licenziamenti, le misure disciplinari e i periodi di prova sono questioni che i datori di lavoro non possono permettersi di gestire con superficialit\u00e0, soprattutto quando si tratta di valutare i motivi del licenziamento. Se gestiti in modo inadeguato, possono portare a reclami, alla procedura di conciliazione precoce dell\u2019Acas, a ricorsi per licenziamento ingiustificato, a denunce di discriminazione e a disagi gestionali evitabili. Se gestiti correttamente, consentono ai datori di lavoro di affrontare i problemi sul posto di lavoro in modo equo, coerente e in linea con le esigenze aziendali.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Per i datori di lavoro \u00e8 fondamentale agire tempestivamente, evitare di basarsi su supposizioni e seguire una procedura equa. Ci\u00f2 assumer\u00e0 un\u2019importanza ancora maggiore, poich\u00e9 a partire dal 1\u00b0 gennaio 2027 la tutela contro il licenziamento ingiustificato entrer\u00e0 in vigore dopo sei mesi di anzianit\u00e0 di servizio.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/it\/\">Fletcher<\/a> Baker, our Employment <a href=\"https:\/\/rfblegal.co.uk\/it\/tag\/litigation-team-dj\/\">Team<\/a> advises employers on dismissals, disciplinary procedures, probationary periods, grievances, performance&nbsp;management&nbsp;and employment <a href=\"https:\/\/rfblegal.co.uk\/it\/servizi\/diritto-personale\/occupazione\/richieste-di-risarcimento-da-parte-dei-tribunali-del-lavoro\/\">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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