以下是高顿网校为大家整理的：F4公司法与商法第十三章，希望对考生们有所帮助。
 
　　6 Unfair dismissal and redundancy: ERA 1996
 
　　6.1 Protection of the employee
　　(a) An employee may have two potential statutory claims against an employer following dismissal, unfair dismissal and redundancy.
　　(b) In both cases (unfair dismissal and redundancy) it is first necessary to establish a dismissal and that the applicant was employed under an employment contract.
 
　　6.2 Unfair dismissal
　　(a) As a general rule, every employee has the right not to be unfairly dismissed.
　　(b) Exceptions:
　　(i) Those who have been continuously employed for less than one year, (“the qualifying period”). Employment will be continuous despite absences of up to 26 weeks for sickness or injury.
　　(ii) Those above normal retirement age.
　　(iii) Where there is a fixed term contract for one year or more and the parties have agreed in writing that the unfair dismissal provisions do not apply; (i.e. non-renewal will not give rise to a claim).
　　(c) The employer must show that the dismissal was "fair".
　　(d) Justified reasons for dismissal:
　　Capability/Qualifications: Assessed by reference to skill, aptitude, health or any other physical or mental quality. Qualification means degrees, diplomas or relevant technical or professional qualifications.
　　Misconduct: Dependent on nature of employers business. In some companies, for example, drinking during working hours is a sackable offence.
　　Redundancy: See post
　　Legal prohibition in employment: For example, where a doctor has been struck off, or the loss of a driving licence where this is essential.
　　Other substantial reason: In employer’s discretion.
　　PLUS
　　Employer acted reasonably eg. – followed ACAS Code of Conduct.
　　“Did the employer act reasonably or unreasonably in treating the reason for dismissal as sufficient for dismissing the employee?”
　　(e) Certain reasons are automatically unfair:
　　(i) pregnancy (unless this makes her incapable of adequately doing her job);
　　(ii) membership of independent trade union (TULR(c)A 92).
　　(iii) dismissal because employee brings proceedings against an employer to enforce a statutory right.
　　The eligibility criteria does not apply to automatically unfair reasons.
　　(f) Application to Employment Tribunal.
　　Made within 3 months of dismissal.
　　After this employee’s claim is time barred (unless the tribunal waives the time limit).
　　(g) Remedies: Reinstatement
　　Re-engagement or Compensation (Basic + compensatory + punitive)
　　Employees must take steps to mitigate losses.
　　Basic award: the basic award depends on the age of the employee, his weekly pay and the length of his continuous employment.
 
　　6.3 Redundancy
　　(a) An employer may fairly dismiss for reasons of redundancy.
　　(b) An employee may then claim statutory compensation for redundancy.
　　(c) Entitled if continuously employed for 2 years or more since age of eighteen; and
　　(d) dismissed by reason of redundancy:
　　(i) employer has ceased/intends to cease carrying on business;
　　(ii) requirements for employees have ceased or diminished.
　　(e) Employee will not be entitled to a redundancy payment if:
　　(i) employer renews the contract of employment; or
　　(ii) makes an offer of renewal or reengagement which the employee unreasonably refuses.
　　(f) Remedies – compensation (basic award only ante).
　　If an employee fulfils the qualifying criteria but was not dismissed by reason of redundancy he may be able to claim unfair dismissal.
　　(g) TUPE Regulations 1981. On transfer of a business the contracts of employment of employees are automatically transferred to the transferee.
 
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