Qualifying for Unfair Dismissal
Length of Service
Unfair Dismissal Exceptions
End of Employment
The 3 Month Rule
Unfair Dismissal & Retirement
Excluded Groups
Constructive Dismissal
Unfair Dismissal Test
Introduction
Basic Award
Compensatory Award
Additional Award
Notice Periods
Employer's Breach
Resignation
Unfair & Wrongful Dismissal
Damages
Deductions
Procedures
Redundancy Defined
Employer's Responsibilities
Redundancy Pay
Appeals
Remedies
Direct Discrimination
Indirect Discrimination
Victimisation
Age Discrimination
Exceptions
Employer & Employee Liability
Remedies & Compensation
Ante-Natal Care
Time off for Dependants
Maternity Leave & Pay
Parental Leave
Right to Return to Work
Compulsory Maternity Leave
Suspension from Work
Paternity Leave & Pay
Adoption Leave & Pay
Flexible Working
Entitlement
Contractual Sick Pay
Current Rate & Calculation
Help, Advice and Funding
Employment Appeal Tribunal
Human Rights Act 1998
Addresses & Telephone Numbers
Accident Claims
Adoption Law
Children
Consumer Law
Employment Law
Injunctions
Public Funding
Private Housing
Public Housing
Relationships & Family Law
Small Claims Court
The current law states that an employee must have 1 year's continuous employment with the same employer to qualify for unfair dismissal protection. Continuous employment carries on during sick leave, holidays and Maternity Leave.
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