Normally an employee has to be employed for twelve months before a claim can be brought to a Tribunal. However, if the dismissal was as a result of discrimination, trade union activities or whistle blowing, then it may not be necessary to have been employed for twelve months. These are just some examples.

Dismissal also occurs when a fixed term contract comes to an end. An employee should not assume that just because his contract has reached the end of a fixed term, that there is no redress. Most of the normal rules will apply on the termination, including the use of statutory disciplinary procedures.

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