Employment Rights Act 1996 s.98

Ill-judged conduct doesn’t automatically mean your employer can fairly sack you.

Performance improvement plans (PIPs) at work: what your rights actually are

Been put on a performance improvement plan? Here's what a PIP actually means, what makes one fair, and what your rights are if a disability or health condition is behind it.

Your employer must consider your performance after a final warning, not just before it.

If your employer’s investigation found no real evidence, that alone doesn’t make your dismissal unfair.

One clear conversation can prove your employer knew you were disabled.

Your unfair dismissal award can still be cut for your own conduct, even after you win.

If the medical evidence about you conflicts, your employer has to check again before deciding.