You know it so well: every day in business brings new challenges. And to survive, you have to overcome them. After all, your company is your calling. So every decision counts.

You solve problems. You make big decisions. And you make them in a split second. Because results matter. Always. But what about when you can’t fix a problem like managing difficult staff?

The best employers aren’t afraid to ask for help. Here’s your chance to see three of your fellow small business owners’ struggles in their own words, and learn what to do if it happens to you. Let’s dig in.

1. “I’ve offered someone a job but have had second thoughts. Can I retract the offer?”

It depends. When someone accepts your job offer, you form an immediate employment relationship with them—at least, that’s how the law treats it. But here’s what you need to look into.

What words did you use when you offered the role? And has the applicant told you they accept your offer yet?

Did you give a conditional offer? That’s when the applicant has to meet conditions like proving they have the necessary professional qualifications. You should have given the candidate a list of the conditions beforehand.

Or, was it an unconditional offer? That’s when your offer doesn’t have any qualifying conditions. If the candidate’s confirmed their acceptance but you now withdraw your offer, you may have to make notice payment dependent on the terms of the offer—even though they haven’t actually started work for you yet.

In a similar situation? Let us know and we’ll call and talk you through it. Or, get the answers now on 0800 144 4050

2. “I sacked someone recently. He wasn’t here long, so do I have to give him the right to appeal?”

How long is not long? Because if it’s less than two years, the risk of failing to offer an appeal may be minimal. That’s because he can’t claim for unfair dismissal until after two years’ service. A word of warning:

Your employee still has the right to make other claims, such as for discrimination.

So, you’d be wise to offer him the right to appeal, anyway. It shows that you’re following a fair process of dismissal, which would be in your favour if you ever face a tribunal.

Finally, have you checked his contract of employment? Your company may give all employees the right to appeal a dismissal.

Need to know what to do? Arrange a callback from our contracts specialist or call 0800 144 4050

3. “My employee wants to bring a trade union rep into a meeting with her, but she isn’t in a union. Can she do that?”

Yes, she can bring the rep into meetings where you’re taking action against her, such as for a grievance, a disciplinary, or a redundancy dismissal. She can even bring in a co-worker if she likes.

And no, she doesn’t have to be a member of a trade union to have a rep attend the meeting. In reality, she may find it difficult to get a union rep to attend. That’s because most unions need people to serve a minimum period of membership before agreeing to provide a companion.

It’s a relatively rare situation, so we’ll walk you through it. Call free today on 0800 144 4050