Unfair dismissal in the United Kingdom is the part of UK labour law that requires fair, just and reasonable treatment by employers in cases where a person's job could be terminated. The Employment Rights Act 1996 regulates this by saying that employees are entitled to a fair reason before being dismissed, based on their capability to do the job, their conduct, whether their position is economically redundant, on grounds of a statute, or some other substantial reason. It is automatically unfair for an employer to dismiss an employee, regardless of length of service, for becoming pregnant, or for having previously asserted certain specified employment rights. Otherwise, an employee must have worked for two years. This means an employer only terminates an employee's job lawfully if the employ
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| - Unfair dismissal in the United Kingdom (en)
- 不公平解僱法 (英國) (zh)
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| - 英國的不公平解僱法屬於英國勞工法的一部份。這項法例保障僱員僅在合理、公平及公義的情況下，才可被僱主解僱。根據1996年的《僱員權益法》，僱主須有公平理由，才能解僱僱員。有關的理由包括：僱員是否符合工作所要求的能力或資格、僱員的操守、因人手過剩而進行的裁員、僱員違反法例及其他重要且合理的原因。如僱主以僱員懷孕、曾參與爭取勞工權益的活動等原因解僱僱員，將被自動視為不公平解僱。不過，僱主即使以2010年的《平等法》所指出的歧視原因解僱僱員，亦不會被自動視為不公平解僱（懷孕除外），而只會被視為普通的歧視。而英國僱傭審裁處負責裁決解僱理由是否公平。 (zh)
- Unfair dismissal in the United Kingdom is the part of UK labour law that requires fair, just and reasonable treatment by employers in cases where a person's job could be terminated. The Employment Rights Act 1996 regulates this by saying that employees are entitled to a fair reason before being dismissed, based on their capability to do the job, their conduct, whether their position is economically redundant, on grounds of a statute, or some other substantial reason. It is automatically unfair for an employer to dismiss an employee, regardless of length of service, for becoming pregnant, or for having previously asserted certain specified employment rights. Otherwise, an employee must have worked for two years. This means an employer only terminates an employee's job lawfully if the employ (en)
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| - Unfair dismissal in the United Kingdom is the part of UK labour law that requires fair, just and reasonable treatment by employers in cases where a person's job could be terminated. The Employment Rights Act 1996 regulates this by saying that employees are entitled to a fair reason before being dismissed, based on their capability to do the job, their conduct, whether their position is economically redundant, on grounds of a statute, or some other substantial reason. It is automatically unfair for an employer to dismiss an employee, regardless of length of service, for becoming pregnant, or for having previously asserted certain specified employment rights. Otherwise, an employee must have worked for two years. This means an employer only terminates an employee's job lawfully if the employer follows a fair procedure, acts reasonably and has a fair reason. The Employment Tribunal will judge the reasonableness of the employer's decision to dismiss on the standard of a "band of reasonable responses" assessing whether the employer's decision was one which falls outside the range of reasonable responses of reasonable employers. (en)
- 英國的不公平解僱法屬於英國勞工法的一部份。這項法例保障僱員僅在合理、公平及公義的情況下，才可被僱主解僱。根據1996年的《僱員權益法》，僱主須有公平理由，才能解僱僱員。有關的理由包括：僱員是否符合工作所要求的能力或資格、僱員的操守、因人手過剩而進行的裁員、僱員違反法例及其他重要且合理的原因。如僱主以僱員懷孕、曾參與爭取勞工權益的活動等原因解僱僱員，將被自動視為不公平解僱。不過，僱主即使以2010年的《平等法》所指出的歧視原因解僱僱員，亦不會被自動視為不公平解僱（懷孕除外），而只會被視為普通的歧視。而英國僱傭審裁處負責裁決解僱理由是否公平。 (zh)
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