What the release reports
From April 2019, broader Employment Act protection and tribunal handling cover wrongful-dismissal claims, with TADM mediation first.
Details and conditions
Examples include discriminatory dismissal, benefit deprivation, punishment for exercising rights and false reasons. Genuine misconduct, poor performance or redundancy may support lawful dismissal.
Context and follow-up
Mediators and tribunals use the guidelines’ principles and illustrations. A label such as redundancy is not sufficient without genuine facts; the comparison table below separates the kinds of reasons rather than guaranteeing every dismissal in a category is lawful.
Dismissal illustrations
| Potentially wrongful | Potentially justified |
|---|---|
| Discrimination | Proven misconduct |
| Avoiding benefits | Genuine poor performance |
| Retaliation for rights | Actual redundancy |
| False stated reason | Reason supported by facts |
Assess the full facts and guidelines; categories do not decide every case automatically.
Official source
This report is independently written from the MOM release dated above. Case status, policy announcements and historical figures refer to that release.
Read the complete MOM release ↗