A Wrongful Dismissal claim is based on contract law.  Any claim for Wrongful Dismissal will therefore mean looking at the employee’s employment contract to see if the employee has broken the contract.

One of the breaches is where the employee is dismissed without notice or the notice given is too short.  Either party can end the employment relationship if they give the necessary notice.  This will either be the legal minimum or what is stated in the employee’s contract.

However, the employer can justify dismissing the employee without notice (Summary Dismissal) if the employee commits a serious breach of the contract, for example fighting.  The employer does not have to have proof of the fighting, suspicion is enough.  The employer can also rely on evidence that is only found after the dismissal.

Another example of wrongful dismissal is a failure by the employee to follow a contractual disciplinary procedure.

Wrongful dismissal can be brought in the Employment Tribunal, County Court or High court depending on the value of the claim.

The Tribunal limits for a Wrongful Dismissal claim is currently £25,000.