There are a number of different reasons why an employer may dismiss staff. In most cases, certain processes or criteria must be followed by the employer to ensure that the dismissal is fair, otherwise it could be challenged at a tribunal.
1. Failure to do the job
Perhaps the most obvious (and arguably fairest) reason would be an employee’s failure to do their job properly. Poor performance could be due to a number of causes, such as an inability to reach a required level of skill, or even a failure to get on well with colleagues and managers. Whether they believe the poor performance is intentional or not, the employer must always first give fair warning and a reasonable chance to improve, before they can proceed to dismiss the employee.
Another common reason for dismissal is misconduct. This could be something like regularly turning up late for work or not following workplace procedures properly. Normally, in such cases the employer would again be required to issue an early warning and offer a change to improve. Only if the misconduct persisted would they be entitled to dismiss the employee. The exception to this is gross misconduct, such as theft, violence or illegal activity, which could warrant summary dismissal.
3. Long term sick
Long term illness could be a just cause for dismissal, but only if it it doesn’t relate to a disability, and only after you have attempted to make reasonable adjustments to enable the employee to continue working.
Dismissal can also be due to redundancy, where the employer needs to reduce their workforce. There are special rules relating to redundancy procedures.