Dismissing Employees

3. Other Permitted Reasons

3.1 You can dismiss an employee because of redundancy (see Redundancy). For example, if a business (or part of a business) closes, relocates or is restructured, or there is a reduced need for employees doing a certain kind of work.

• The redundancy must be genuine.
• There are special rules governing the selection of employees for redundancy.

3.2 You can dismiss an employee who has reached the statutory default retirement age of 65 (or such earlier age as you can 'objectively justify'), provided you follow the notice procedure required under age discrimination law (including notifying the person being retired of their right to request to work longer).

3.3 You can dismiss an employee for 'some other substantial reason'. For example, a refusal to co-operate with a generally accepted change in working practices which is required for the profitability or survival of the business.