{"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":"despedimentos-medidas-disciplinares-e-periodo-de-experiencia-um-guia-pratico-para-empregadores","status":"publish","type":"insight","link":"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/despedimentos-medidas-disciplinares-e-periodo-de-experiencia-um-guia-pratico-para-empregadores\/","title":{"rendered":"Despedimentos, medidas disciplinares e per\u00edodo de experi\u00eancia: um guia pr\u00e1tico para empregadores\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\/pt\/percepcoes\/ia-no-local-de-trabalho-um-guia-pratico-para-empregadores\/\">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\/pt\/categoria\/servicos-fiduciarios\/\">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\/pt\/servicos\/direito-comercial\/litigio-imobiliario-atividade\/ocupantes-empresariais\/\">comercial<\/a> decision-making. If handled incorrectly, dismissals can lead to grievances,&nbsp;Acas&nbsp;Early Conciliation, <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/employment-rights-act-2025-a-practical-guide-for-employers\/\">employment<\/a> tribunal <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/reclamacoes-por-mau-estado-de-conservacao-um-guia-para-senhorios-de-habitacoes-particulares\/\">claims<\/a>, management time, legal&nbsp;costs&nbsp;and <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/direito-regulamentar\/minimizar-os-danos-a-reputacao\/\">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\/pt\/percepcoes\/actualizacoes-sobre-a-protecao-de-dados-e-principais-consideracoes-para-as-empresas\/\">data<\/a> for October to December 2025 shows that <a href=\"https:\/\/rfblegal.co.uk\/pt\/base-de-conhecimentos\/disciplina-profissional\/\">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\">(Estat\u00edsticas da linha de apoio da Acas)<\/a>&nbsp;In addition, from 1 January 2027, <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/emprego\/despedimento-sem-justa-causa\/\">despedimento sem justa causa<\/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\">(Lei dos Direitos Laborais da Acas de 2025)<\/a>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Este artigo aborda as quest\u00f5es fundamentais que os empregadores devem ter em conta ao gerir despedimentos, processos disciplinares e per\u00edodos de est\u00e1gio.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Por que raz\u00e3o os empregadores devem levar a s\u00e9rio os procedimentos de despedimento?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Existem v\u00e1rias raz\u00f5es pelas quais os empregadores devem levar a s\u00e9rio os procedimentos de despedimento.&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\/pt\/sobre-nos\/\">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\">Em segundo lugar, h\u00e1 o risco financeiro. Se for aplic\u00e1vel o C\u00f3digo de Boas Pr\u00e1ticas da Acas relativo aos procedimentos disciplinares e de reclama\u00e7\u00e3o, um tribunal do trabalho pode aumentar a indemniza\u00e7\u00e3o em at\u00e9 25%, caso o empregador tenha, de forma injustificada, descumprido o C\u00f3digo.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Em terceiro lugar, h\u00e1 o risco de gest\u00e3o. As demiss\u00f5es mal geridas tendem frequentemente a agravar-se. Um colaborador que, em circunst\u00e2ncias normais, teria aceitado um processo justo e bem gerido pode, em vez disso, apresentar uma reclama\u00e7\u00e3o, requerer o acesso aos seus dados pessoais, contactar a Acas ou interpor uma a\u00e7\u00e3o no tribunal se considerar que foi tratado de forma injusta.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">O que \u00e9 um processo de despedimento justo?&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A fair dismissal process <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/can-a-will-cancel-my-previous-agreements\/\">vontade<\/a> depend on the circumstances, but most disciplinary or performance-related dismissals should involve&nbsp;a <a href=\"https:\/\/rfblegal.co.uk\/pt\/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\">Normalmente, os empregadores devem:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>identificar claramente o problema;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>investigar os factos;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>comunicar ao colaborador as alega\u00e7\u00f5es ou preocupa\u00e7\u00f5es por escrito;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>provide relevant <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/seccao-28-a-utilizacao-crescente-de-provas-pre-gravadas-em-julgamentos-penais-parte-2\/\">evidence<\/a>;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>convocar o colaborador para uma reuni\u00e3o disciplinar ou de avalia\u00e7\u00e3o de compet\u00eancias;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>permitir que o trabalhador seja acompanhado, sempre que tal se justifique;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>dar ao trabalhador uma oportunidade adequada para se pronunciar sobre o motivo da rescis\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ter em conta a explica\u00e7\u00e3o do colaborador antes de tomar uma decis\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>decide on an <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/recursos-em-materia-de-imigracao-e-asilo-como-podemos-ajuda-lo-a-obter-o-resultado-que-deseja\/\">outcome<\/a> that is reasonable and proportionate;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>confirmar a decis\u00e3o por escrito;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>offer a <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/o-direito-de-primeira-recusa-principais-informacoes-para-senhorios-e-inquilinos\/\">right<\/a> de <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/vitoria-no-tribunal-de-recurso-em-materia-de-emprego\/\">appeal<\/a>.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">O ponto fundamental para os empregadores \u00e9 que o processo n\u00e3o deve ser predeterminado. Os gestores devem abordar a quest\u00e3o com uma atitude aberta e n\u00e3o devem decidir o desfecho antes de ouvirem o colaborador.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conduta indevida e conduta gravemente indevida&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\/pt\/percepcoes\/o-que-fazer-se-o-seu-inquilino-comercial-estiver-a-violar-o-contrato-de-arrendamento\/\">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\/pt\/servicos\/direito-comercial\/investigacoes-regulamentares\/normas-de-saude-e-seguranca\/\">health and safety<\/a> <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/o-que-todos-os-senhorios-comerciais-precisam-de-saber-sobre-as-infraccoes-ao-contrato-de-arrendamento\/\">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\/pt\/percepcoes\/como-obter-exito-num-pedido-de-julgamento-sumario\/\">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\">Antes de despedir um trabalhador por falta grave, os empregadores devem, normalmente, perguntar:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>O que \u00e9 que se alega, exatamente?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Que provas sustentam essa alega\u00e7\u00e3o?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>J\u00e1 foi realizada uma investiga\u00e7\u00e3o adequada?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>O colaborador teve uma oportunidade justa de se pronunciar?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Existem circunst\u00e2ncias atenuantes?\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A demiss\u00e3o sum\u00e1ria \u00e9 realmente razo\u00e1vel?\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores que procedem a despedimentos de forma precipitada podem expor-se a riscos desnecess\u00e1rios, mesmo quando existe uma preocupa\u00e7\u00e3o genu\u00edna quanto \u00e0 conduta do trabalhador durante o per\u00edodo de experi\u00eancia.&nbsp;&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Baixo desempenho e capacidade&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">O fraco desempenho deve, normalmente, ser tratado de forma diferente da m\u00e1 conduta, especialmente durante o per\u00edodo de experi\u00eancia.&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\/pt\/rfbtermosdecontrato0625\/\">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\">Os empregadores devem ser claros quanto ao seguinte:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qual \u00e9 o padr\u00e3o esperado;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>em que aspetos o colaborador est\u00e1 a ficar aqu\u00e9m;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>que melhorias s\u00e3o necess\u00e1rias;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>what <a href=\"https:\/\/rfblegal.co.uk\/pt\/etiqueta\/pessoal-de-apoio\/\">apoio<\/a> will be provided;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>como ser\u00e1 avaliada a melhoria;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>o prazo para a melhoria;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>o que poder\u00e1 acontecer se n\u00e3o se conseguir uma melhoria.\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\/pt\/percepcoes\/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\">Per\u00edodos de est\u00e1gio&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os per\u00edodos de est\u00e1gio s\u00e3o frequentemente mal compreendidos.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Um per\u00edodo de experi\u00eancia pode ser \u00fatil, pois d\u00e1 tanto ao empregador como ao trabalhador a oportunidade de avaliar, numa fase inicial, se a fun\u00e7\u00e3o est\u00e1 a correr bem. No entanto, isso n\u00e3o significa que o empregador possa despedir sem seguir qualquer procedimento.&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\/pt\/servicos\/direito-pessoal\/emprego\/denuncia-de-irregularidades\/\">den\u00fancia de irregularidades<\/a>, automatic unfair dismissal, unlawful deduction from wages, notice pay, <a href=\"https:\/\/rfblegal.co.uk\/pt\/percepcoes\/subsidio-de-ferias-horarios-irregulares-e-manutencao-de-registos-um-guia-pratico-para-empregadores\/\">holiday<\/a> pay or breach of contract.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O risco tamb\u00e9m aumentar\u00e1 a partir de 1 de janeiro de 2027, data em que a prote\u00e7\u00e3o contra o despedimento sem justa causa passar\u00e1 a aplicar-se ap\u00f3s seis meses de servi\u00e7o. Isto significa que os empregadores devem come\u00e7ar j\u00e1 a encarar a gest\u00e3o do per\u00edodo de est\u00e1gio como uma quest\u00e3o de conformidade contratual mais importante.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter em conta:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o contrato de trabalho cont\u00e9m uma cl\u00e1usula clara relativa ao per\u00edodo de experi\u00eancia;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o empregador tem o direito de prolongar o per\u00edodo de experi\u00eancia;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se se aplica um prazo de pr\u00e9-aviso mais curto durante o per\u00edodo de experi\u00eancia;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se est\u00e3o a realizar-se reuni\u00f5es de avalia\u00e7\u00e3o da liberdade condicional;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se as preocupa\u00e7\u00f5es est\u00e3o documentadas;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se foi comunicado ao colaborador o que \u00e9 necess\u00e1rio melhorar;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se a demiss\u00e3o durante ou no final do per\u00edodo de experi\u00eancia est\u00e1 a ser tratada de forma justa.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Um processo de est\u00e1gio bem gerido pode reduzir o risco de lit\u00edgios e tornar mais f\u00e1cil justificar uma eventual rescis\u00e3o do contrato.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Gest\u00e3o do processo disciplinar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Um processo disciplinar justo come\u00e7a normalmente com uma investiga\u00e7\u00e3o justa. O objetivo da investiga\u00e7\u00e3o \u00e9 apurar os factos, e n\u00e3o provar a culpa do colaborador.&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\/pt\/percepcoes\/guia-para-o-novo-ano-fiscal-como-garantir-que-os-documentos-legais-da-sua-empresa-estao-atualizados\/\">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\/pt\/pagina-inicial-antiga\/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\">Na audi\u00eancia, o empregador deve explicar as alega\u00e7\u00f5es, analisar as provas e dar ao trabalhador uma oportunidade adequada para se defender. O empregador deve, em seguida, adiar a audi\u00eancia antes de tomar uma decis\u00e3o. Isto ajuda a demonstrar que a decis\u00e3o n\u00e3o foi predeterminada.&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\/pt\/percepcoes\/ao-considerar-a-seccao-9-da-lei-de-arbitragem-de-1996-o-que-e-a-questao\/\">assunto<\/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\">Queixas apresentadas durante um processo disciplinar&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores enfrentam frequentemente dificuldades quando um trabalhador apresenta uma reclama\u00e7\u00e3o durante um processo disciplinar ou de despedimento.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A abordagem correta depender\u00e1 das circunst\u00e2ncias. Por vezes, a reclama\u00e7\u00e3o pode ser tratada em paralelo com o processo disciplinar. Outras vezes, poder\u00e1 ser necess\u00e1rio suspender o processo disciplinar enquanto a reclama\u00e7\u00e3o \u00e9 investigada. Noutros casos, a reclama\u00e7\u00e3o pode estar intimamente ligada \u00e0s quest\u00f5es disciplinares e pode ser considerada como parte do processo global de tomada de decis\u00e3o.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter em conta:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>qual \u00e9 o motivo da reclama\u00e7\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quer esteja diretamente relacionado com as alega\u00e7\u00f5es disciplinares;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>quer se trate de quest\u00f5es relacionadas com discrimina\u00e7\u00e3o, den\u00fancia de irregularidades ou vitimiza\u00e7\u00e3o;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se \u00e9 necess\u00e1rio realizar uma investiga\u00e7\u00e3o mais aprofundada;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>se o hor\u00e1rio deve ser ajustado.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Uma reclama\u00e7\u00e3o n\u00e3o deve, automaticamente, comprometer um processo disciplinar, mas tamb\u00e9m n\u00e3o deve ser ignorada.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Erros comuns cometidos pelos empregadores&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem ter especial cuidado para evitar os seguintes erros:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>decidir arquivar o processo antes de este ter dado in\u00edcio;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter investigado devidamente;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o registar as alega\u00e7\u00f5es por escrito;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter apresentado provas antes da audi\u00eancia disciplinar;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o dar ao trabalhador tempo suficiente para se preparar;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>tratar os funcion\u00e1rios em per\u00edodo de experi\u00eancia como se n\u00e3o tivessem direitos;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o registar as quest\u00f5es relacionadas com a liberdade condicional;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>despedir por mau desempenho sem avisos pr\u00e9vios nem apoio;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>classificar um comportamento como falta grave de forma precipitada;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>ignorando poss\u00edveis casos de discrimina\u00e7\u00e3o, den\u00fancias ou problemas de sa\u00fade;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o ter interposto recurso;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>recorrer a procedimentos disciplinares ou de avalia\u00e7\u00e3o de compet\u00eancias desatualizados;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>n\u00e3o formar os gestores.\u00a0<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Muitas reclama\u00e7\u00f5es por despedimento surgem n\u00e3o porque a entidade patronal n\u00e3o tenha tido qualquer preocupa\u00e7\u00e3o, mas porque essa preocupa\u00e7\u00e3o foi tratada de forma demasiado apressada, demasiado informal ou sem provas adequadas.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Medidas pr\u00e1ticas para os empregadores&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os empregadores devem considerar a ado\u00e7\u00e3o das seguintes medidas neste momento:&nbsp;<\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li>Analisar as pol\u00edticas disciplinares e de compet\u00eancias.\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\/pt\/servicos\/direito-comercial\/empresa-de-emprego\/contratos-de-trabalho\/\">contratos de trabalho<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li>Introduzir modelos claros para a avalia\u00e7\u00e3o do per\u00edodo de experi\u00eancia.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"4\" class=\"wp-block-list\">\n<li>Formar os gestores sobre como lidar com casos de m\u00e1 conduta e quest\u00f5es relacionadas com o desempenho.\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\/pt\/servicos\/direito-pessoal\/direito-regulamentar\/disciplina-profissional\/\">disciplinary hearings<\/a>.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"6\" class=\"wp-block-list\">\n<li>Assegure-se de que os colaboradores recebem provas e disp\u00f5em de tempo razo\u00e1vel para se prepararem.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"7\" class=\"wp-block-list\">\n<li>Manter registos adequados das reuni\u00f5es de investiga\u00e7\u00e3o, das audi\u00eancias disciplinares e das audi\u00eancias de recurso.\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\/pt\/percepcoes\/as-sociedades-com-um-administrador-e-um-modelo-de-contrato-de-sociedade-podem-tomar-decisoes-validas\/\">decisions<\/a> are consistent with\u00a0previous\u00a0cases.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"9\" class=\"wp-block-list\">\n<li>Procure aconselhamento antes de despedir colaboradores em casos que possam envolver discrimina\u00e7\u00e3o, den\u00fancias ou quest\u00f5es relacionadas com a sa\u00fade.\u00a0<\/li>\n<\/ol>\n\n\n\n<ol start=\"10\" class=\"wp-block-list\">\n<li>Prepare-se para a redu\u00e7\u00e3o do per\u00edodo de qualifica\u00e7\u00e3o para o despedimento sem justa causa a partir de janeiro de 2027.\u00a0<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">A ado\u00e7\u00e3o destas medidas pode reduzir o risco jur\u00eddico e ajudar os empregadores a lidar com as quest\u00f5es no local de trabalho com maior confian\u00e7a.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Conclus\u00e3o&nbsp;<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Os despedimentos, as medidas disciplinares e os per\u00edodos de est\u00e1gio s\u00e3o quest\u00f5es que os empregadores n\u00e3o podem dar-se ao luxo de tratar de forma superficial, especialmente quando se trata de avaliar os motivos do despedimento. Se forem mal geridas, estas situa\u00e7\u00f5es podem dar origem a reclama\u00e7\u00f5es, \u00e0 concilia\u00e7\u00e3o precoce da Acas, a queixas por despedimento sem justa causa, a queixas por discrimina\u00e7\u00e3o e a perturba\u00e7\u00f5es evit\u00e1veis na gest\u00e3o. Se forem geridas de forma adequada, permitem aos empregadores resolver os problemas no local de trabalho de forma justa, coerente e com vis\u00e3o empresarial.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">O fundamental para os empregadores \u00e9 agir atempadamente, evitar suposi\u00e7\u00f5es e seguir um processo justo. Isto tornar-se-\u00e1 ainda mais importante, uma vez que a prote\u00e7\u00e3o contra o despedimento sem justa causa passar\u00e1 a aplicar-se ap\u00f3s seis meses de antiguidade, a partir de 1 de janeiro de 2027.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At Ronald <a href=\"https:\/\/rfblegal.co.uk\/pt\/\">Fletcher<\/a> Baker, our Employment <a href=\"https:\/\/rfblegal.co.uk\/pt\/etiqueta\/equipa-de-contencioso-dj\/\">Team<\/a> advises employers on dismissals, disciplinary procedures, probationary periods, grievances, performance&nbsp;management&nbsp;and employment <a href=\"https:\/\/rfblegal.co.uk\/pt\/servicos\/direito-pessoal\/emprego\/employment-tribunal-claims\/\">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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