Dismissal for some other substantial reason
It is possible to dismiss an employee for a reason other than capability, conduct or redundancy. This is known as SOSR, some other substantial reason.
Some reasons which might fall into this category include
- imprisonment
- an unresolvable personality clash
- unreasonably refusing to accept a reorganisation that changes employment terms
The emphasis is on the word substantial, which is taken to apply to a situation where the employer has an overwhelming reason why the employee must be dismissed and where any reasonable alternatives have already been explored, and there has been meaningful engagement with the individual.
In all cases where departments believe they may have a case to dismiss for some other substantial reason, they must seek advice from the HR Business Partners at an early stage.
An employee must be given the appropriate period of notice of dismissal and notification of his or her right of appeal. Only formally authorised members of the University (normally Heads of Department and Departmental Administrators or equivalent, who have been issued with the appropriate letter of authority) may action dismissals.