What to do if you are threatened with dismissal in the UK

Katerina Galkina · EN · 07/10/2026

Establish what has happened

A threat of dismissal, a disciplinary investigation, redundancy and an employment relationship that has already ended require different responses. Ask for written confirmation of the reason, the stage of the process and the next meeting. Keep your contract, service dates, correspondence, appraisals, rotas and payslips. Build a dated timeline that separates what you observed from what you suspect.

In England, Wales and Scotland, an employer must have a fair reason and follow a fair procedure. Acas guidance on dismissal ↗ also explains notice and appeals. Do not resign simply because you feel pressured: a potential constructive dismissal case is complex and needs individual advice.

Rights that depend on service

As of October 2026, an ordinary unfair dismissal claim ↗ normally requires two years' service as an employee. Acas states that this will reduce to six months from January 2027; that is not yet the October rule.

Some dismissal reasons are automatically unfair, while discrimination protection does not require two years' service. A failure to provide contractual notice and unfair dismissal are also different legal grounds. Short service therefore does not mean there is no reason to seek advice. Northern Ireland has separate employment legislation and procedures, which must be checked locally.

Challenging the decision

If you have been dismissed, request the reason, termination date, notice or payment in lieu, outstanding holiday pay and appeal procedure. Appeal within the employer's stated deadline. Explain which facts are wrong, what information was missing and what outcome you are asking for.

Obtain independent legal advice before signing a settlement agreement. Prepare a concise adviser pack: chronology, contract, decision, appeal and calculation of disputed payments. A clearly explained selection is more useful than years of correspondence without context.

Protect the external deadline

Use the current Acas time-limit guidance ↗ and the date of the event. For most claims concerning events before 1 October 2026, the usual limit was three months minus one day. For events from that date, it is generally six months minus one day. Scottish breach-of-contract claims change on 9 November 2026. Other exceptions exist, including very short interim-relief deadlines.

An internal appeal does not extend the limit. Before most tribunal claims you must notify Acas for early conciliation ↗. Have the exact deadline, including the effect of that process, calculated for your circumstances. Do not wait for negotiations to finish before checking it.