Within seven days after dismissal, the employer must file a Notice of Termination with the Employment and Training Board. Failure to do so results in a GIP£750 fine.
Employers must adhere to any contractual responsibilities regarding termination in order to prevent breach of contract charges. To avoid charges of unfair dismissal, a fair process must be followed.
While this is not a legislative necessity, the Employment Tribunal will assess the employer's process. For instance, in cases of misconduct, the method should often contain the following steps: conducting a reasonable investigation, notifying the employee of the allegations made against him or her, conducting a disciplinary hearing, and providing an option to appeal.
The length of service and pay frequency determine the notice period after the first week, as shown below:
Employees who are paid on a monthly basis are entitled to one month's notice. Employees who are paid on a weekly or biweekly basis are entitled to one week's notice.
Employers who are paid on a monthly basis are entitled to a minimum of one month for up to eight years of service, two months for eight to ten years, and three months for ten years or more. Employees paid weekly or fortnightly are entitled to a minimum of one week if they have worked for less than two years, two weeks if they have worked for two to five years, four weeks if they have worked for five to eight years, eight weeks if they have worked for more than ten years, and thirteen weeks if they have worked for more than ten years.
Fixed-term employees who are terminated prior to the contract's expiration are entitled to receive 50% of the compensation that would have accrued over the contract's remaining duration.
The first week of any employment is a probationary period and can be legally terminated at the end of the week.