Unfair dismissal
With the completion of the lengthy House of Lords committee stage on 24 June 2025 and the publication of the Government's implementation roadmap on 1 July 2025, the Employment Rights Bill is becoming an ever more pressing reality for HR departments. What happens next and what is the likely legislative timetable?
Updated to reflect the publication of the Government's Employment Rights Bill implementation roadmap.
Updated with information on the Government's implementation timetable for day-one unfair dismissal protection and the extension of the time limit for bringing unfair dismissal claims under the Employment Rights Bill.
Updated with information on the Government's implementation timetable for day-one unfair dismissal protection and the extension of the time limit for bringing unfair dismissal claims under the Employment Rights Bill.
Updated with information on the Government's implementation timetable for day-one unfair dismissal protection under the Employment Rights Bill.
Join employment law specialist Darren Newman as he looks at employers' legal obligations and discusses specific scenarios where probationary periods commonly go wrong. Darren will also be looking at what employers can do now to prepare for the changes promised in the Employment Rights Bill.
This guide describes the potentially fair reason for dismissal due to a contravention of a statutory duty or restriction (sometimes referred to as a "statutory bar" dismissal). The dismissal of an employee may be fair if they are unable to continue working without contravening a duty or restriction (either on their part or that of their employer) imposed by legislation (such as a driving disqualification for an employee whose duties involve driving).
This guide explains conduct, which is one of the potentially fair reasons for dismissal in an unfair dismissal claim. An unfair dismissal claim involving misconduct generally revolves around whether the decision to dismiss fell within the range of reasonable responses and the employer followed a fair procedure in line with the "Acas code of practice on disciplinary and grievance procedures".
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.
This guide explains lack of capability or qualifications, which is one of five potentially fair reasons capable of justifying dismissal. Capability dismissals generally occur as the result of poor performance or ill health. The absence of the necessary qualifications is also a potentially fair reason for dismissal.
HR and legal information and guidance relating to unfair dismissal.