No formal procedure. For the new dismissal system, the idea would be to be able to implement it without a formal dismissal procedure, awarding employees a certain amount of compensation. Employees would not be able to bring an employment tribunal claim for unfair dismissal, except for cases of discrimination (on the grounds of sex, race, disability, sexual orientation, age, religion or belief) or where they believed they had been dismissed for an unfair reason, including whistelblowing or asserting a statutory right, such as asking to be paid minimum wage. The government notably asked the parties involved with the consultation about the opportunity of such a dismissal system, whether they deem appropriate to set out this process in legislation or the ACAS code, about the appropriate type of financial compensation, and about possible impacts on redundancy and redundancy payments. Indeed, in British law, employees can be dismissed because of poor performance, conduct (disciplinary dismissal), redundancy or the possibility that continued employment would breach a statutory requirement.
ity of such a dismissal system, whether they deem appropriate to set out this process in legislation or the ACAS code, about the appropriate type of financial compensation, and about possible impacts on redundancy and redundancy payments. Indeed, in British law, employees can be dismissed because of poor performance, conduct (disciplinary dismissal), redundancy or the possibility that continued employment would breach a statutory requirement.
Flexibility. This consultation is in line with the
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