This is a highly complex area of employment-related activity and, as such, it should only be initiated after taking professional advice and with the greatest of care.
It’s important to understand that advice of this nature has perhaps more to say to NAHT members as employers rather than employees. In essence, you may wish to use a ‘ protected conversation’ in your role as an employer or you may be approached by your employer to have a ‘ protected conversation’.
It is the intention, therefore, that this particular guidance should apply, in equal measure, to NAHT members in their role as an employer and as an employee.
First published 08 November 2016