Outline the framework in which the law of unfair dismissal operations

This law is regarding the employees that are working in the organization. This law was presented in 197, and from that day it is carried out a number of times in history. After some years there were some modifications made to cover up this law in perfect order for the employees. But there was a new problem, and that was regarding the new versions of this law that was making it more complex and difficult to understand.

The basic principle of this law remains the same always. In many circumstances the right that is given to the employee against unfair dismissal, when he was working and giving his important services to the organization more than a year. Moreover, after some changes in the amendments in this law the people that were employed after 6 April 2012 their time limit has been increased, and they have to wait for more than 2 years for achieving the right of unfair dismissal. Before this time the employee is a probation period, and it will allow the employer to check whether that employee is suitable for that job or not.

According to that law, some restrictions on qualification may apply where the reason may be listed in the instruction. Furthermore, there are some conditions when the employer has failed to submit a claim before deadline so he can receive after three months.

There are two questions that the employee is able to ask whenever he faced any claim of unfair dismissal, and there is no doubt of dismissal took place.

1.      The reason for dismissal is according to the law that is classified by the law as legitimate?

2.      Did the employer is giving proper reasons for dismissal according to the employee act?

According to these questions, the answer to the first question is ‘no’ so there is no need to ask the second question.