Close this search box.

Unfair Dismissal: Potentially Fair Reasons Episode 2

Unfair Dismissal

The second instalment of a 6 part mini series focusing on Unfair Dismissal

Episode 2: What are the potentially fair reasons for dismissal?

In this weeks’ episode of the podcast I bring you the five potentially fair reasons for dismissing an employee. This is the second of 6 episodes that will focus on all of the key aspects of unfair dismissal, including everything you need to know to really get to grips with dismissals and what constitutes a fair dismissal.

In this episode I will cover:

  • What the five potentially fair reasons are
  • An example of each of the reasons
  • How they are applied
  • Why the facts of each are important
  • Why swearing at work can be grounds for a fair dismissal
  • Who has the burden of proving the reason for the dismissal
  • Why the burden shifts in a claim for Automatic Unfair Dismissal
  • What you need to consider before dismissing an employee

Action Points

Check what your staff handbook says about gross misconduct and ensure it includes what you consider to amount to gross misconduct in your organisation.

Helpful Links

Employment Rights Act 1996 


 Employment Law & HR Update Event

14th January 2016 at the Point, Eastleigh.

5pm for 5:30pm start

£4.75 per ticket

Get your ticket today as they are limited.

Eventbrite - Employment Law Update 2015



Would you liAdvice neededke advice about your situation?

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively I offer face to face appointments on the Isle of Wight, in Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.




Real Employment Law Advice Logo

The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.