There are only a small number of reasons an employer can put forward to justify a fair dismissal which complies with unfair dismissal law.
A fair reason could be poor performance, misconduct or redundancy for example.
Provided the employer has acted reasonably and followed fair processes in dismissing an employee there is scope to defend an unfair dismissal claim.
The downsides of getting this wrong is clear. Employment Tribunals can award financial compensation, which can be particularly costly if a group of employees is involved where a redundancy exercise is badly managed, for example. A Tribunal can also order that an employee is given their role back potentially.
Vardags can provide you with sensible tailored advice which meets the needs of your business to ensure that you can reduce headcount when needed whilst prioritising risk avoidance.
Vardags Limited is a limited company trading as Vardags, Company No 7199468, registered in England and Wales, having its registered office at 10 Old Bailey, London EC4M 7NG. Vardags is authorised and regulated by the Solicitors Regulation Authority (SRA Number 535955). Its VAT number is 99 001 7230.
Vardags uses the term ‘Partner’ as a professional title only, to describe a Senior Solicitor, Employee or Consultant with relevant experience, expertise and qualifications (whether legally qualified or otherwise) to merit the title. Our Partners are not partners in the legal sense. They are not liable for the debts, liabilities or obligations of Vardags Limited. Similarly, the term ’Director’ is a professional title only, to describe an employee or consultant of Vardags with relevant experience, expertise and qualifications to merit the title. It does not necessarily imply that the relevant individual is a director of Vardags Limited.
A list of the directors of Vardags Limited and a list of the names of those using the title of ’Director’ and ’Partner’ together with their official status is available for inspection at Vardags’ registered office.