The Act contains a number of measures related to dismissal and redundancy.
	Currently, employees must generally have worked for their employer for a minimum period of two years before they qualify for the right to claim unfair dismissal at a tribunal. The Act reduces this qualification period to six months and removes the existing power to change the length of this qualifying period via secondary legislation. It also reduces the qualifying period from two years to six months for an employee’s right to receive a written statement of reasons for their dismissal from their employer on request.
	Currently, compensatory awards for unfair dismissal claims are capped at the lower of 52 weeks gross pay or £118, 223. The Act removes this cap.
	Employers may sometimes need to consider proposing changes to employees’ contracts of employment. If employees do not agree to some or all of the changes, the employer may dismiss them and rehire them, or offer to engage other employees, in substantively the same role to effect these changes. This is referred to as "fire and rehire". The Act restricts employers’ ability to use fire and rehire by amending the law on unfair dismissal so that, where employees are dismissed for failing to agree to certain changes to their contract of employment, those dismissals are treated as automatically unfair unless the employer can show evidence of financial difficulties and demonstrate that the need to make the change in contractual terms was unavoidable.
	Collective consultation and notification requirements apply when an employer is proposing to make 20 or more employees redundant at one establishment. The Act extends these protections by amending current legislation so that the collective consultation and notification requirements also apply where a threshold number of employees are proposed to be made redundant across more than one establishment. The specific threshold number and the method of calculating the threshold number will be set out in secondary legislation.
	Where an employer has failed to comply with their collective redundancy consultation obligations a complaint may be brought to the Employment Tribunal. If the Employment Tribunal finds the complaint to be well-founded, it may make a protective award in relation to the employees who have been dismissed (or are proposed to be dismissed), ordering the employer to pay renumeration to those employees for the ‘protected period’. Currently, the protected period is of such length as the tribunal determines to be just and equitable in all the circumstances having regard to the seriousness of the employer’s default but may not exceed 90 days. The Act increases the maximum period of the protective award from 90 days’ pay to 180 days’ pay.
	An employer proposing to make 20 or more people redundant at one establishment in a 90-day period must provide notification at least 30 days before the first redundancy takes effect. If the employer is proposing to make 100 or more people redundant, the employer must provide notification at least 45 days before the first redundancy takes effect. However, in respect of a vessel registered to a port outside of Great Britain, the notification must be given to the competent authority of the state where the vessel is registered. The Act ensures that operators cannot avoid the notification requirement and meaningful consequences of failing to comply with it by registering their ships outside of the UK.
Dismissal