Please note that we are unable to offer free legal advice. Our consultation team are here to take your case details and explain any costs involved.
Our team is ready to answer any questions
Book your consultation today
Termination of employment
Losing your job is an upsetting experience for anyone and can result in real financial hardship. Many individuals will therefore want to know if they have any legal redress available to them? There are various claims which may be brought in an employment tribunal, including breach of contract (for example if notice monies have not been paid but, this is capped at £25,000) and unfair dismissal. However, it’s important to understand whether you are eligible to bring such claims and what your chances are of being successful.
Can I bring a claim of unfair dismissal?
Not everyone whose employment has terminated can bring a claim of unfair dismissal. There are some important qualifying criteria which you must satisfy otherwise you will not be eligible to bring an unfair dismissal claim. The requirements are:
Was I dismissed fairly?
Employers cannot dismiss staff on a whim; they must have a genuine reason for doing so. The law lays down the acceptable reasons for dismissal. If the reason you were dismissed does not fall into one of these categories then your dismissal will be unfair. Your employer should have informed you of the reason for your dismissal. The categories are:
Note that it is generally no longer possible to force someone to retire i.e. to dismiss them solely because they have reached pension age.
What else makes a dismissal unfair?
Just because an employer can show it had a genuine reason for terminating your employment, it is not home and dry. It must still show that it acted reasonably in dismissing you. Broadly this means showing that it followed a fair procedure in carrying out the dismissal and that its decision to dismiss was within a band of reasonable responses which a reasonable employer may have taken in the same circumstances (the “band of reasonable responses test”).
What does a fair procedure look like?
The procedure which the employer should have adopted will depend upon the reason for the dismissal. Check to see if your employer has an appropriate policy in its staff handbook (such as a disciplinary or performance management policy) and whether it is following it in your case. For example, are any stated timelines being followed?
In the case of a dismissal for misconduct then the benchmark for fairness is the ACAS Code of Practice on Disciplinary and Grievance Procedures (the “Code”). Employment tribunals will take the recommendations of the Code into account when adjudicating on whether a fair procedure was followed in a case involving dismissal for misconduct. The basic principles it sets out, include:
The Code does not apply to dismissals for redundancy or ill-health or to most dismissal for some other substantial reason. However, it is still for a tribunal to judge of a fair procedure has been followed in such cases.
How do I bring a claim for unfair dismissal?
You can bring a claim in an employment tribunal for unfair dismissal (if you are eligible).
No application fee is payable to bring a claim but you will have to pay for your own legal advice and this is unlikely to be recoverable in full (or at all). If you have home or other insurance you should check with your insurer as your policy may cover you for legal fees.
Claims can be made online or claim forms can be downloaded from: https://www.gov.uk/employment-tribunals/make-a-claim
How much compensation could I get?
If you are successful at an employment tribunal then you are likely to be awarded both a basic award and a compensatory award to compensate you for your economic loss only. Unlike in discrimination cases you can’t recover compensation for injury to feelings – regardless of how much stress your dismissal may have caused you.
The basic award is calculated using a formula which takes into account your age, length of service (in whole years) and weekly pay (subject to a maximum). From 6 April 2018 the most you can be paid is £15,240.
A tribunal will consider the economic loss you have suffered up until the date of the tribunal hearing (i.e. it will look backwards) and the economic loss you are likely to suffer in the future (i.e. looking forward). Losses may include items such as lost salary and the value of other benefits and the costs of travelling to job interviews.
When assessing future loss, a tribunal will decide how long it might reasonable take you to find another comparable job. Obviously this is highly fact specific but it is unlikely to be more than 12 months in most cases.
An employment tribunal will expect claimants to be able to demonstrate that they have tried to “mitigate” the losses from their dismissal.
In short, this means looking for alternative work.
Note that compensatory awards are limited to the lower of 52 weeks’ salary or the prevailing cap (which increases in line with inflation each year). From 6 April 2018 the cap is £83,632.
How can we help you?
If your employment has been terminated or you think your job is at risk and you would like to know more about your employment rights in relation to unfair dismissal, talk to our employment law specialists today. We’ll help you figure out the best way forward for you.
Disclaimer
The content of this fact sheet is for information only and does not constitute legal advice. You should take specific professional advice in respect of your particular circumstances before acting on any of the information given.
To speak to a qualified employment solicitor at Springhouse Solicitors, fill in the form
below or call 0800 915 7777.
Please note that we are unable to offer free legal advice. Our consultation team are here to take your case details and explain any costs involved.
Address:
Holborn Gate, 330 High Holborn, London, WC1V 7QH
Tel: 0800 915 7777
Thank you for subscribing. We will keep you updated with all the latest news from Springhouse Solicitors.
Copyright: Kilgannon & Partners LLP