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					                    	<a href="/documents_for_business/workplace_and_environment/employment_law/termination/models/f-7411">Termination</a> &raquo;
                        
                        
                        
                        
            <span>Dismissal for taking part in industrial action</span>
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            <div class="dfb_head gen_head">&nbsp;<div class="dfb_head_title"><h2 class="dfb_color">Documents for Business</h2>In excess of 1,000 customisable documents covering every conceivable business issue.</div></div>            	<div class="grid_8 alpha"><div class="doc_box shadow borderSolid"><h2 class="doc_header borderBottom dfb_color dfb_border">Introduction to this document</h2><div><h1 class="Introtitle"><span>Dismissal for taking part in industrial action</span></h1><p class="Introintroduction"><span>This letter covers situations where the t</span><span>aking part in a</span><span>n unofficial</span><span> industrial action </span><span>has led to </span><span>a serious breach of contract equivalent to gross misconduct</span><span> which </span><span>justif</span><span>ies</span><span> </span><span>you dismissing the employee without notice. </span></p><h2 class="Introsubtitle1"><span>When can you </span><span>fairly</span><span> </span><span>dismis</span><span>s</span><span>?</span></h2><p class="Introbody"><span>E</span><span>ach case must be t</span><span>reated on its own merits and this letter also includes an option to </span><span>give notice</span><span> which may be appropriate depending on the circumstances</span><span>. </span><span>Note that s</span><span>ome industrial action may not be a breach of contract at all - for example refusing to work overtime where there is no obligation to work overtime.</span></p><p class="Introbody"><span>If the industrial action is </span><span>official</span><span>, a dismissal for taking industrial action will be automatically unfair and no qualifying period of employment will be required </span><span>for the employee </span><span>to make a claim </span><span>against you.</span><span> </span></p><p class="Introbody"><span>However, y</span><span>ou</span><span> may </span><span>fairly </span><span>dismiss an employee </span><span>for breaching their contract if they are </span><span>involved in </span><span>an unofficial </span><span>industrial action </span><span>(i.e. one </span><span>which is not protected</span><span>), although you must not use the situation as a way</span><span> of</span><span> dismissing only selected employees </span><span>who are taking action </span><span>or </span><span>only </span><span>choose to selectively re-engage. </span></p><p style="t"><span style="font-family:Arial">&#xa0;</span></p><p style="t"><span style="font-family:Arial">&#xa0;</span></p></div></div></div><div class="grid_4 omega"><div class="doc_box roundBig borderSolid metadata"><h3 class="doc_header borderBottom dfb_color dfb_border">Document</h3><div class="borderSolid shadow floatLeft"><img src="https://d3sxy2z0ijo7zx.cloudfront.net/alf/uk/thumbs/402/250402.png" alt="dismissal for taking part in industrial action" /></div><div class="clear"></div><div class="centerText"><a href="/login/documents_for_business/workplace_and_environment/employment_law/termination/dismissal_for_taking_part_in_industrial_action/models/doc-kt_7411_250402_248957" class="roundBig doc_download">Download now</a><a href="#" class="small dfb_color" id="altdownload">Problems downloading ZIP files?</a></div><span class="docdate floatLeft">27.09.2016</span><div class="clear"></div><div><strong>File size:</strong> 38.00K</div><div class="floatLeft"><strong># Pages:</strong> </div><div class="floatRight"><strong>Format:</strong> <img src="/images/documents/ico/doc.gif" alt="Word document" title="Word document"/></div><div class="clear"></div></div><div id="reldocs" class="doc_box roundBig borderSolid doc_rel"><h3 class="doc_header borderBottom dfb_color dfb_border">Related documents</h3><ul class="ul_doc_rel"><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/fixed_term_contract_expiry_dismissal_letter/models/doc-kt_7411_25174_15003">Fixed-term contract expiry dismissal letter</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/dismissal_or_dismissal_under_consideration_after_receipt_of_resignation/models/doc-kt_7411_250403_248958">Dismissal or dismissal under consideration after receipt of resignation</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/dismissal_without_notice_letter__absent_employee_/models/doc-kt_7411_25171_10459">Dismissal without notice letter (absent employee)</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/dismissal_letter_at_end_of_apprenticeship/models/doc-kt_7411_473323_473291">Dismissal letter at end of apprenticeship</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/confirmation_of_dismissal_due_to_statutory_bar/models/doc-kt_7411_25155_2189">Confirmation of dismissal due to statutory bar</a></li><li><a href="/documents_for_business/workplace_and_environment/employment_law/termination/models/f-7411">More...</a></li></ul></div><div id="reldocs" class="doc_box roundBig borderSolid doc_rel"><h3 class="doc_header borderBottom dfb_color dfb_border">Recommended documents</h3><ul class="ul_doc_rel"><li><a href="/documents_for_business/workplace_and_environment/employment_law/sickness_absence/letter_requesting_home_visit_with_sick_employee/models/doc-kt_7410_25150_17380">Letter requesting home visit with sick employee</a></li><li><a href="/documents_for_business/workplace_and_environment/health_and_safety/health_and_safety_management/flow_chart___new_and_expectant_mothers_at_work/models/doc-kt_7423_398612_398590">Flow chart - 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