Dismissals and contract terminations.

A dismissal should not be handled as a standard formality. The outcome often depends on how the grounds, evidence, amounts, deadlines and strategy are organised before the dispute sets the pace.

When to seek advice

Advice is valuable before a disciplinary or objective dismissal is communicated, before a negotiated termination is signed and when settlement or court proceedings have already begun. The earlier the evidence is organised, the less the case depends on improvised explanations.

For a company, facts, proportionality, internal precedents and the dismissal letter are reviewed. For an employee or executive, we examine the stated grounds, compensation, documents received and whether negotiation or challenge is appropriate.

Employees, companies and executives

After notice has been given, the letter, effective date, final settlement, compensation, reference salary, service and any protected circumstances must be reviewed.

Before giving notice, the company should confirm that the grounds are clear, the evidence exists and the letter describes the facts precisely.

How the firm works

The work combines analysis of the grounds, document review, communication strategy, negotiation and court representation. The measure should be understandable to a mediator, judge, tribunal or counterparty.

Particular attention is given to deadlines, internal traceability, prior communications, financial calculations and reputational risks.

Frequently asked questions