I'm not an employment lawyer but

I'm pretty sure you can't sack someone straight off for underperformance. Am sure you have to go through a process involving written warnings and monitoring performance over a period of time to see if issues get addressed ( not that I'm saying in this case there were issues - that's another point where sounds like you might have a case). I would think that if the facts are all as you describe your other half may have some form of legitimate employment law claim. Definitely sounds like its worth you consulting a specialist employment lawyer.

Posted By: Jim, Oct 20, 14:03:51