Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Wrongful termination, or unfair dismissal, in Glasgow and across the UK is governed by the Employment Rights Act 1996. This legislation stipulates various circumstances under which an employee's termination may be considered unlawful or unfair. These situations include reasons related to pregnancy, family leave, union activities, whistleblowing, discrimination, and more. The law provides remedies in such cases, including potential reinstatement or compensation for the dismissed employee.
Navigating the legal landscape of wrongful termination can be complex. A skilled employment law attorney can assist you in understanding your rights, protecting your interests, and constructing your case. Lawyers can be crucial in instances where you believe you've been dismissed without a fair reason, where your employer didn't follow the correct dismissal process, or if you've faced retaliatory termination. They can also help you prepare for an Employment Tribunal if your case escalates to that level.
The key aspect of local laws in Glasgow and the UK is the Employment Rights Act 1996, which offers the statutory framework for wrongful termination claims. The law recognises that employers should use fair procedures for termination, such as proper notice periods and disciplinary procedures. Unlawful reasons for dismissal include those related to protected characteristics such as age, gender, religion, race, disability, marital status, pregnancy, and sexual orientation. Any dismissal grounded in such reasons can be termed 'automatically unfair'. It's also unlawful to dismiss an employee for whistleblowing or participating in trade union activities.
If you think that you've been wrongfully terminated, you can appeal within your company if that's possible, initiate a formal grievance procedure, seek legal advice, or appeal to the Employment Tribunal.
A lawyer can help evaluate if your case has merit, guide you through the process, help in negotiation or mediation stages, assist in gathering evidence, represent you at the Employment Tribunal, and calculate potential compensation.
The claim must typically be submitted to the Employment Tribunal within three months less one day from your employment termination date. This deadline is strict and only waived in exceptional circumstances.
Compensation could include a Basic Award, based on your employment duration, age, and weekly pay, and a Compensatory Award, covering loss of earnings, future lost earnings, and job-seeking expenses. It could also consider hurt feelings, where applicable.
Automatically unfair grounds include dismissing an employee for reasons of pregnancy, maternity leave, family leave (paternity, adoption, parental), joining or acting for a trade union, whistleblowing, asserting statutory rights, amongst others.
The ACAS (Advisory, Conciliation and Arbitration Service) and the UK Government website provide detailed information on employment rights and laws. Local advice centres and Citizen Advice Bureaus can also provide assistance and resources.
If you need legal assistance, contact an employment lawyer to discuss your case. They can help determine if you have a legitimate claim, and guide you through the necessary steps, whether this involves informal negotiation or filing a formal claim with the Employment Tribunal.
