Termination of employment

Sometimes, it’s just time to go your separate ways…

Termination of employment in a fair way that is unlikely to result in an employment tribunal claim is a key concern for business owners and managers.


Avoiding unfair dismissal claims


We are experienced in handling dismissals in many different circumstances – from issues arising at an early stage, which need to be handled carefully to ensure that there is no discrimination, to the termination of employment of a long standing member of staff who is no longer performing as they should.

If you are considering dismissing an employee there are some questions which you need to ask yourself:

Does the employee have sufficient qualifying service to bring a standard claim of unfair dismissal?

If not: Are there any other grounds for a claim that do not require a certain amount of service?

If so: Do you have a fair reason for dismissal?

In order to you fairly dismiss an employee, you generally need to follow the following formula:


Concerned about constructive dismissal?

If an employee has resigned following raising a grievance, or made a detailed complaint in their resignation letter explaining that they feel they have no choice but to resign, a constructive dismissal claim could be on the way.


Complementary initial consultations with our specialist employment lawyers are provided with no obligation to proceed.


Please get in touch today by contacting Melanie Rowe on 01872 226990 (office), 07854 029922 (mobile) or


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