Dismissal for some other substantial reason

New and updated

• Type:

  Employment law guide

  Unfair dismissal: some other substantial reason

  This guide breaks down "some other substantial reason" for dismissal, which is one of five potentially fair reasons capable of justifying dismissal. Examples of situations that can, depending on the circumstances, fall within this potentially fair reason for dismissal include third-party pressure to dismiss, personality clashes, and reputational damage.

• Type:

  How to

  How to deal with an employee who no longer has the right to work in the UK

  Updated with details of what to do if an employee is unable to prove their right to work due to a technical issue. 

• Type:

  FAQs

  What should an employer do if employees refuse to work with a colleague?

  If a group of employees is refusing to work with a colleague, the employer should investigate the reason ...

• Date:

  22 April 2024

  Type:

  Commentary and insights

  When a working relationship breaks down: Action points for employers

  Part-time employment judge Tina Elliott looks at how to achieve a fair dismissal when a working relationship breaks down.

• Type:

  Employment law cases

  Furlough scheme and unfair dismissal: Employment tribunal round-up

  We look at four employment tribunal cases in which the claimants argued that their employer's failure to make better use of the Coronavirus Job Retention Scheme rendered their dismissal unfair.

• Date:

  12 September 2021

  Type:

  Podcasts and webinars

  Top of the podcasts

  We round up some of our most popular podcasts published this year.

• Type:

  Employment law cases

  Age discrimination: Dismissed banker told "you're old and set in your ways"

  In Kirk v Citibank NA and others, an employment tribunal held that a senior banker who was dismissed following a redundancy process was subjected to direct age discrimination and unfairly dismissed.

• Date:

  3 September 2019

  Type:

  Podcasts and webinars

  Podcast: Dismissal for poor attendance

  We discuss common issues associated with dismissal for long-term poor attendance recently highlighted in the EAT decision of Kelly v Royal Mail Group.

• Type:

  Employment law cases

  Disability discrimination: Dismissal for poor attendance was harsh but fair

  In Kelly v Royal Mail Group Ltd, the Employment Appeal Tribunal held that a long-serving employee's dismissal for frequent absences in accordance with the employer's attendance policy was harsh but fair.

• Type:

  Employment law cases

  Dismissal for some other substantial reason was fair despite no warning

  In Hawkes v Ausin Group (UK) Ltd, the Employment Appeal Tribunal (EAT) held that the employer's failure to hold a meeting with a reservist employee, before making the decision to dismiss, did not make the dismissal for some other substantial reason unfair.