Employment Law – Relevant Tips Regarding Employee Discharge and At-Will Employment


Are you an employee facing a firing or redundancy? If you are, or if anyone close to you is, you need to consult an employment solicitor as soon as possible. An early 20th century example of this would be the UUW sickness absence rule, which stated that if an employee was absent without pay for more than two weeks, they could be summarily dismissed. Thus, dismissal of an employee is the termination of an employee’s period of employment with an employer and also the end of that employee’s period at that employer. The length of notice for such dismissals differs from employer to employer, but typically the longer the notice period the more likely it will be for the employer to simply get rid of the worker without having to go through the employment tribunal process.


Discharge of the employee by the employer can only happen after the employment relationship has been severed. For example, if an employee leaves the employer’s company after being unfairly dismissed, this is considered as unlawful dismissal in the eyes of the United States labor laws. The same applies to dismissals due to serious personal problems that would affect the employee’s ability to continue working or if the employee has been convicted of a crime. It is not enough to merely dismiss an employee, they must actually have legal reasons for doing so.

There are two different ways to deal with an employee who is about to be unfairly dismissed: If they can prove that they were not given a reason for their dismissal and there is proof of bullying or other misconduct going on within the company (for example if the owner is being accused of sexual harassment), they may be able to sue the employer to regain their job. The same is true if they are subjected to another type of mistreatment that would make them want to quit. In most cases, an employee cannot sue for wrongful dismissal or for unfair dismissal unless the employer has actually fired them and they are filing a claim for wrongful termination within the United States or Canada. However, it is possible for an employee who was improperly terminated to file a claim for other types of wrongs that have happened within the company (which may include slander or libel or other slanderous comments). This is why it is important to consult an employment attorney who has experience in these kinds of cases to represent a worker who is not sure whether or not to file a claim for other types of wrongs that may have occurred.


Many people wonder if it is possible to be fired from an employer without actually being forced to leave. Employment law in most countries (including the United States and Canada) states that if you have worked for an employer for two years or more, you have been employed for that amount of time. Therefore, if you feel that your employment contract was unfairly terminated, you may be able to bring a claim against the company. In some cases, you will be automatically terminated upon signing a new employment contract while in others, you will need to bring a case before an employment tribunal or a court of law to have the termination happen. Either way, the employee may still be owed compensation if the termination was wrongful. However, this compensation may be different from the monetary compensation an employee could receive if the wrongful termination is not upheld by the employer.

Many people falsely believe that they are entitled to be fired for any reason at all. Unfortunately, many employers use various forms of psychological tactics including telling employees to lie about job history, making them perform tasks they are not comfortable with or requiring excessive contributions to the company. If you have been dismissed unfairly, you should not ignore your employer’s calls until you consult with a qualified employment lawyer to determine if there is a basis for your claim.


Another commonly used legal practice is called “reasonable notice” or “reasonable noticeability.” Reasonable notice is defined as being provided fourteen days’ notice if the employee knew about the impending firing. Similarly, reasonable notice is required if the worker is on temporary leave or is otherwise unable to work. For example, if an employee returns to work one day after being told that he or she will be terminated, this is considered “reasonable notice.”

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