The Acas Code of Practice mainly applies to those with the legal status of employee.
Someone is not likely to be an employee if they're:
- an agency worker
- a casual worker
- on a zero-hours contract
However, to keep good working relationships, employers should follow the same fair procedure for anyone with the legal status of worker.
If an employer dismisses a worker, it is good practice to tell them:
- why they have been dismissed
- when their employment will end
- they have a right to appeal the decision
It's a good idea to put the dismissal in writing, for example in a letter or email.
Dismissal because of long-term illness
If a worker has a long-term illness, dismissal should be a last resort. The employer should support the worker and help them return to work. This could include making reasonable adjustments if the worker has a disability.
Dismissing someone because they have a disability could be discrimination. This includes some long-term health conditions.
Find out more about disability discrimination
If a worker thinks they've been discriminated against
If a worker thinks they have been unfairly dismissed because of a protected characteristic, this could be discrimination. They could make a claim to an employment tribunal.