Having a good safety culture involves looking after yourself and everyone else, all of the time.

If you want to improve your organisation’s safety culture, our knowledge and experience are invaluable.

A process for safety culture change

Many consultancy firms talk about safety culture improvement, but few explain how they will bring about this change. At Make UK, our experts will support you through a tried and tested 4-step solution.

Gain top level commitment

We get buy-in from senior leadership to drive engagement, ownership and decision making.

Establish position and agree goals

We provide an objective evaluation of your current position including surveys and focus groups to get input from across the workforce.

Upskill to influence

We recommend and provide suitable training courses to support you to make change.

Manage and monitor

We’ll develop an action plan based on your goals, challenges, and opportunities so you can make real improvements.

We're here to help

For more information on how we can help you drive a robust safety culture, complete the form and one of our team will get back you.

The employee does not have unfair dismissal rights (as he has less than two years’ service), so you do not need to have a fair reason for dismissal or follow a fair dismissal procedure. Nonetheless you should make clear to the employee, and carefully document, that you are dismissing him due to the false information he supplied on his application form, in order to reduce the risk of a claim that his dismissal was for some other reason (e.g. that it was discriminatory).  

Whether or not you can dismiss without notice or pay in lieu depends on whether the employee has committed a repudiatory breach of the contract. Based on this limited information, it seems likely that he has, but we would recommend that you ask him about the circumstances rather than jumping to conclusions. For example, perhaps it was a genuine misunderstanding or maybe the job advert was not as clear as you thought. In such a case, the employee may still not be suitable for the role and dismissal may be appropriate, but his conduct would not amount to a repudiatory breach. Depending on the length of notice, to reduce the risk of a wrongful dismissal claim, you may in any event decide to dismiss on notice.  (Note too that criminal liability can arise where someone has lied on their CV, although those situations are relatively rare.) 

If you are a Make UK subscriber, you can speak to your regular adviser for guidance on dismissals and/or access further information in the Termination of employment section of our website. 

If you are not a Make UK subscriber, you can contact us for further support on this topic or to access our resources. Please click here for information on how we can help your business.