60 Grounds for Automatic Unfair Dismissal: Complete List 2025
60 Grounds for Automatic Unfair Dismissal: Complete List 2025
Last updated: 6 February 2026 Applies to: England, Wales and Scotland. Employment law in Northern Ireland operates under separate legislation, though many protections are similar.
Important: This guide provides general information about UK employment law. It is not legal advice and cannot account for your specific circumstances. Time limits for employment tribunal claims are strict. If you're considering a claim, check deadlines carefully and consider seeking professional advice.
In Brief
Automatic unfair dismissal covers around 60 protected grounds where dismissal may be unlawful regardless of service length or process followed. These include pregnancy, whistleblowing, health and safety activity, asserting statutory rights, and flexible working requests. Employment tribunals focus on whether dismissal was connected to the protected ground, not whether procedures were followed.
| Feature | What It Means | Why It Matters |
|---|---|---|
| No qualifying period | You don't need a minimum length of service — protection applies from your first day of employment. | Unlike ordinary unfair dismissal, you can claim automatic unfair dismissal immediately, without waiting to reach a service threshold. |
| Process is secondary | Tribunals are less concerned with whether the employer followed a fair procedure. Even a procedurally "perfect" dismissal can still be unlawful if it relates to a protected ground. | Shows that following the process perfectly doesn't protect the employer if the reason for dismissal is automatically unfair. |
| The reason is decisive | The key question is why you were dismissed. If the principal reason was a protected activity or status, the dismissal may be automatically unfair. | Focuses the claim on the motivation behind the dismissal, rather than just process or technicalities. |
Why Automatic Unfair Dismissal Matters
Understanding automatic unfair dismissal is important because:
- You may have protection from day one
- Employers face a higher evidential burden
- Some claims are uncapped financially
- Settlement leverage is often stronger
- Multiple automatic grounds may apply at once
Many people only discover these protections after assuming they "haven't worked there long enough". In automatic unfair dismissal, length of service is irrelevant.
The Complete List of Automatic Unfair Dismissal Grounds
UK legislation creates around 60 protected grounds. The exact number varies depending on how sub-categories are counted, but tribunals recognise the following protections.
Pregnancy, Maternity and Family Rights
Dismissal may be automatically unfair if connected to:
- Pregnancy
- Childbirth
- Ordinary maternity leave
- Additional maternity leave
- Adoption leave
- Paternity leave
- Shared parental leave
- Parental leave
- Time off for dependants
- Parental bereavement leave
Health and Safety Activities
Protection applies where dismissal relates to:
- Acting as a health and safety representative
- Acting as a health and safety committee member
- Raising health and safety concerns where no representative exists
- Leaving or refusing to return to unsafe work
Whistleblowing (Protected Disclosures)
Making a protected disclosure about wrongdoing in the public interest.
This includes concerns about criminal offences, health and safety risks, environmental damage, or legal breaches.
→ Whistleblowing Protection Explained: Whistleblowing for employees
Asserting Statutory Employment Rights
Dismissal may be automatically unfair if connected to asserting a legal right, including:
- National minimum wage
- Paid holiday
- Working time limits
- Rest breaks
- Unlawful deduction from wages
- Family leave rights
Flexible Working
Making a statutory flexible working request.
Trade Union and Representation Activities
- Trade union membership
- Trade union activities
- Refusing to join a trade union
- Standing as a union representative
- Acting as a union learning representative
Employee Representation and Consultation
- Acting as an employee representative
- Standing for election as a representative
- Acting as a pension scheme trustee
- European Works Council activities
- Information and consultation representation
Working Time and Young Workers
- Refusing to work beyond the 48-hour limit
- Refusing to forego rest breaks
- Young workers refusing prohibited work
Redundancy, TUPE and Business Transfers
- Dismissal because of a TUPE transfer
- Dismissal connected to a TUPE transfer without genuine ETO reasons
Protected Industrial Action
- Dismissal for taking part in protected industrial action
Note: From 18 February 2026, the Employment Rights Act 2025 removes the previous 12-week limit on protection for industrial action dismissals. Dismissal for taking part in lawful industrial action is now automatically unfair with no time restriction.
Other Statutory Protections
- Jury service
- Fixed-term employee rights
- Part-time worker rights
- Agency worker rights
- Posted worker rights
- Blacklisting
- Refusing employee shareholder status
- Enforcing tax credit rights
- Training and study rights
(Additional niche statutory protections account for the remaining recognised grounds.)
How the Employment Rights Act (ERA) 2025 Affects Automatic Unfair Dismissal
The Employment Rights Act 2025 received Royal Assent on 18 December 2025 and strengthens automatic unfair dismissal protections. Changes are being phased in over 2026 and 2027.
The government published a revised implementation timeline on 3 February 2026. The dates below reflect that updated timetable.
Industrial Action (18 February 2026)
Dismissal for taking part in lawful industrial action is now automatically unfair with no time restriction, removing the previous 12-week protected period. This took effect on 18 February 2026.
Fire and Rehire (January 2027)
From January 2027, dismissal linked to imposing changes to certain core contract terms — including pay, hours, holidays, and pensions (known as "restricted variations") — will be automatically unfair, unless the employer can demonstrate the business faced severe financial difficulties affecting its ability to continue as a going concern.
This was originally expected in October 2026 but was delayed to January 2027 per the government's revised timeline of 3 February 2026.
Flexible Working (2027)
ERA 2025 strengthens flexible working rights by requiring employers to demonstrate that any refusal of a statutory flexible working request is reasonable. The existing grounds for refusal remain, but employers will need to explain their reasoning. This is expected to come into force in 2027.
Pregnancy and Maternity (2027)
The government intends to make dismissals of pregnant employees, or those within a period after returning from maternity leave, automatically unfair except in specific circumstances. The details — including whether protection runs for six months after return to work or 18 months after birth — are subject to ongoing consultation (which closed on 15 January 2026). Implementation is expected in 2027.
Wider Eligibility Changes
Although qualifying periods are irrelevant for automatic unfair dismissal, ERA 2025 makes two significant changes to ordinary unfair dismissal that increase overlap:
- Qualifying period reduced to 6 months from 1 January 2027 (down from 2 years). This is not day-one protection — the government accepted a House of Lords amendment substituting its original day-one proposal.
- Compensation cap abolished for all unfair dismissal claims (not just automatic unfair dismissal). Currently, compensatory awards are capped at the lower of 52 weeks' gross pay or £118,223. From 2027, awards will be based on actual loss with no statutory upper limit. The timing is expected to align with the qualifying period change on 1 January 2027.
Full overview: Employment Rights Act 2025 — GOV.UK
How to Prove Automatic Unfair Dismissal
To succeed, you generally need to show:
- A protected activity or status existed
- Your employer knew about it
- Dismissal was because of (or mainly because of) that protection
Tribunals often rely on timing, consistency, and credibility rather than volume of evidence.
Detailed evidential guidance: → What evidence do you need to prove unfair dismissal?
Time Limit for Unfair Dismissal Claims
The standard time limit applies: 3 months less 1 day from dismissal.
From no earlier than October 2026, this extends to 6 months under ERA 2025. The government's revised timeline of 3 February 2026 confirms this is expected no earlier than October 2026.
Automatic unfair dismissal does not give extra time. Until the new time limit comes into force, work to the current 3-month deadline.
Compensation for Automatic Unfair Dismissal
Awards may include:
Basic Award
Calculated using age, service, and weekly pay.
→ Basic Award for Unfair Dismissal: How It's Calculated in 2025
Compensatory Award
Covers financial loss. For whistleblowing and health and safety dismissals, no statutory cap applies under current law.
Coming change: From 2027, the compensation cap is being abolished for all unfair dismissal claims, not just whistleblowing and health and safety. This means the distinction between capped and uncapped claims will largely disappear.
→ Compensatory Award for Unfair Dismissal: How It's Calculated
When Automatic and Ordinary Unfair Dismissal Overlap
In some cases, automatic and ordinary unfair dismissal can overlap. Many of these cases involve both:
- Automatic unfair dismissal (reason-based)
- Ordinary unfair dismissal (process-based)
Bringing both may preserve fallback arguments if causation is disputed.
Frequently Asked Questions
Do I need two years' service? No. Automatic unfair dismissal applies from day one.
Does "automatic" mean I win? No. You still must prove the dismissal was because of the protected ground.
Can multiple grounds apply? Yes. This often strengthens claims.
Can my employer defend themselves by saying the dismissal was fair? For automatically unfair dismissal, the reason itself is decisive — tribunals do not consider whether the dismissal was "reasonable" in the usual way. However, the employer can argue that the real reason for dismissal was something other than the protected ground.
Do I need to follow internal procedures first? Not necessarily. While raising grievances or following company procedures can help your case, failure to follow them doesn't prevent you from claiming if the dismissal was automatically unfair.
What to Do Next
If you're unsure how timing or causation affects your dismissal, it's important to understand how tribunals assess evidence and reason for dismissal. This helps you decide whether a claim is viable.
→ What evidence do you need to prove unfair dismissal?
If your dismissal occurred while you were pregnant, you may have additional protections and potential remedies under employment law.
→ Working when pregnant: your rights — GOV.UK
If you want to consider your options, such as understanding common steps in negotiating a settlement or a tribunal claim, it's helpful to understand the process and potential outcomes before acting.
Yerty is designed to help you organise evidence, understand your rights, and take structured first steps. For complex cases — such as where contribution is disputed or loss is substantial — legal advice may be important. Yerty helps whether you have a solicitor or not. It can work alongside your lawyer, or support you if you're bringing the claim yourself.
Sources
- Employment Rights Act 1996
- Employment Rights Act 2025
- Public Interest Disclosure Act 1998
- Trade Union and Labour Relations (Consolidation) Act 1992
- Working Time Regulations 1998
- GOV.UK: Plan to Make Work Pay and Employment Rights Act — Timeline Update (3 February 2026)
- ACAS: Employment Rights Act 2025
- Employment tribunal decisions (GB)
- Yerty's anonymised data