Archive · Originally published 2018-08-29
Editorially revised on 8 November 2026. This page records an earlier topic; follow the current guide below for present-day advice.
The issue
Operational dismissal concerns business requirements and the continued need for the role. Conduct-related dismissal concerns a breach of duties. Personal grounds concern matters affecting the ability to perform, such as a properly assessed long-term health situation.
How to read this today
Each route requires its own evidence and proportionality assessment. A warning is often relevant to remediable misconduct but is not a universal requirement for every dismissal. Alternative employment and milder measures should be considered where relevant.
Practical context
Avoid mixing inconsistent reasons in correspondence. A restructuring case should be supported by the actual organisation decision and role analysis; a misconduct case needs a documented incident and fair factual assessment.