ng communication, Acas aims to reduce the number of cases that proceed to tribunals, promoting a more constructive and collaborative resolution process.Employers facing claims of unfair dismissal often rely on a variety of defences to protect themselves against potential liability. A common argument centres around the assertion that the dismissal was carried out for a fair reason, such as misconduct, redundancy, or capability. In such cases, employers must demonstrate that they followed proper procedures and adhered to statutory requirements when making the decision. This involves providing evidence to show that the employee was given an opportunity to respond to allegations and that the company took reasonable steps to investigate the situation before arriving at a conclusion.

Early Conciliation ProcessAnother strategy involves questioning the employee’s eligibility to claim unfair dismissal. Employers may argue that the claimant has not met the minimum service requirement, which often dictates the right to bring such claims. They might also assert that the employee was dismissed due to their own conduct, thus negating any claims of victimisa

Unfair dismissal occurs when an employee is terminated from their job without a valid reason, or when the dismissal procedure is not followed correctly, violating employmGenerally, you must submit a claim for unfair dismissal to an employment tribunal within three months of the dismissal date. It is advisable to seek legal advice as soon as possible to ensure you meet this deadline.ent rights.