UK Employee-First Guide • Plain English • Evidence-led
This is general legal information, not legal advice.
Unfair Dismissal Guide (UK) — Plain-English Help
What counts • qualifying period • fair process • evidence checklist • next steps
Specialty: UK unfair dismissal guidance for employees — focused on process fairness, evidence, and the safest next steps.
If you were dismissed suddenly, “managed out”, or pressured to resign, we help you organise your timeline, spot red flags, and protect proof — without legal jargon.
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Unfair dismissal checks
Evidence checklist
Safer wording
Best for people saying:
- “I was dismissed suddenly.”
- “They didn’t investigate.”
- “I wasn’t allowed to explain.”
- “They used a PIP to push me out.”
- “They said resign or be sacked.”
You can start with one paragraph. We’ll ask only what’s needed.
How this guide helps
Three steps — calm, practical, evidence-led.
1) Clarify what happened
Dismissed, resigned, redundancy, or “mutual agreement”? Labels matter.
Example: “I was told not to come back, no meeting.”
2) Check fairness + qualifying rules
We check service length, reasons given, and whether a fair process happened.
You’ll know what matters and what to gather next.
3) Protect evidence + next steps
Evidence checklist + safer wording + practical actions (what to do first).
So you don’t make a mistake under pressure.
Quick unfair dismissal checks (UK)
Fast “is this worth exploring?” checks — in plain English.
1) Were you “dismissed”?
This can include being told not to return, being locked out, or forced to resign under pressure.
2) Was there a fair process?
Investigation, meeting, chance to respond, and appeal are common fairness signals.
3) What reason did they give?
Capability, conduct, redundancy, legal restriction, or “some other substantial reason”.
4) Qualifying period
Unfair dismissal often depends on service length, but some claims can apply without it (e.g., discrimination).
5) Time limits matter
Tribunal deadlines can be short. If you’re close to dates, get tailored advice fast.
6) Evidence wins cases
Messages, invite emails, notes, policies, and timeline details can be decisive.
This is general legal information, not legal advice.
What a “fair dismissal process” usually looks like
There isn’t one single script, but these are common fairness signals.
Investigation
They gather facts first (not “decision made already”).
Keep: investigation invite, notes, evidence requests.
Meeting + chance to respond
You’re told the allegation/issue and given time to respond.
Keep: meeting invite, agenda, what was said.
Reasoned decision
A clear decision and why they reached it (not vague).
Keep: dismissal letter, reason, policy references.
Right of appeal
You can challenge the decision internally (often time-limited).
Keep: appeal email, deadlines, outcome letter.
Common red flags (often seen in unfair dismissals)
One red flag doesn’t prove a claim — but patterns matter.
- Sudden dismissal with no meeting, no investigation, or no written reasons.
- “Decision already made” language or refusal to consider your evidence.
- Moving goalposts (targets change, unrealistic PIP, no support/training).
- Retaliation timing (dismissed soon after raising concerns/complaints).
- Inconsistent treatment (others did the same but weren’t dismissed).
- Pressure to resign (“resign or be sacked”, threats, rushing you).
- Paperwork gaps (no notes, missing letters, unclear policy steps).
Evidence checklist (unfair dismissal)
You don’t need everything — just the most useful proof.
Dismissal letter / message
and any reason given (email/WhatsApp/letter)
Contract + policies
disciplinary, capability, grievance, redundancy
Meeting invites + notes
disciplinary / PIP / investigation / appeal
Your response evidence
emails, documents you submitted, witness names
Performance history
good feedback before sudden criticism matters
Timeline notes
date → what happened → who said what → witnesses
This is general legal information, not legal advice.
Copy message (to HR / manager) — request reasons + appeal details
“Please confirm in writing the reason for my dismissal, the evidence relied on, and the policy/process followed. Please also confirm the appeal process and deadline, and provide any meeting notes or documents referred to.”
Quick start message for the support chat (copy)
“I think my dismissal was unfair. I was dismissed on [date]. The reason they gave was [reason]. The process was [no meeting / short meeting / no investigation / no appeal]. Here’s the timeline in 5 bullet points…”
Long FAQ (Unfair dismissal — UK)
Tap to expand. Written for UK employees (plain English).
1) What is “unfair dismissal” in simple terms?
Usually: you were dismissed without a fair reason and/or without a fair process. Many cases turn on process fairness and evidence — not just what the employer says happened.
2) Do I need 2 years’ service to claim unfair dismissal?
Often, unfair dismissal depends on qualifying service length. But some issues (like discrimination) can apply regardless of service length. The facts matter — especially why you were dismissed and what happened before it.
3) I was dismissed with no meeting. Is that automatically unfair?
Not always “automatic”, but it’s a major red flag. Many fair processes include investigation + a chance to respond + an appeal. Keep the dismissal message and any invite/notes (or the absence of them).
4) They dismissed me by WhatsApp/email. Does that matter?
Save the full thread and screenshots. The method can matter, but what matters most is fairness, reasons, and evidence. Message dismissals are often linked to rushed or flawed processes.
5) What are the “fair reasons” an employer might rely on?
Common categories include conduct, capability/performance, redundancy, legal restriction, and “some other substantial reason”. Even with a “fair reason”, the employer usually still needs a fair process.
6) I was put on a PIP and it felt impossible. Is that unfair?
It can be, depending on targets, support, time to improve, and whether the employer acted reasonably. Keep PIP targets, meeting notes, workload evidence, and any sudden change in tone.
7) They said “resign or be sacked”. What should I do?
This can be coercive. Don’t rush. Save messages, ask for time, request everything in writing, and get tailored advice quickly if you’re under pressure.
8) I raised a complaint then got dismissed. Is that retaliation?
Timing can be important evidence. Save your complaint, the employer response, and the reason they gave for dismissal. A “before vs after” timeline is useful.
9) What should I do first after being dismissed?
Protect evidence, write a timeline while it’s fresh, request written reasons and appeal details, and check deadlines. If you’re near time limits, get tailored advice urgently.
10) Can I speak to a solicitor confidentially before I do anything?
Yes. If you feel pressured, unsafe, or close to deadlines, confidential advice can protect your position.
Want clarity fast?
One message is enough. Get a clearer plan, protect evidence, and choose safer next steps.
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This is general legal information, not legal advice.
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