Unfair Dismissal? Seeking Advice
Hi everyone,
I’m currently navigating a challenging situation at work. I’m five months into a six-month probation period at my new job. At the end of my shift on the third day of the new year, I was called into the conference room by my manager, only to be informed that my contract was terminated with immediate effect.
The reason? Despite successfully completing over 30 jobs since my start date—with all tasks finished on time—my dismissal stemmed from one job, which was completed two weeks before Christmas, being labeled as “too slow.”
It’s worth noting that we were never told there was an issue with our speed. In fact, for some tasks, we were instructed to slow down and prioritize safety. Given that the work involves heavy metal press machines and sheet metal, rushing is not only impractical but also poses significant health risks.
I can’t shake the feeling that this decision may be a personal vendetta from a manager known for their aggressive behavior—referred to as “the Hulk” by colleagues—which makes me question the legitimacy of this dismissal.
I’m reaching out to see if anyone thinks this constitutes unfair or wrongful dismissal without notice and whether it’s worth contesting. I would greatly appreciate any advice or insights you might have.
Thank you!
RCadmin
I’m sorry to hear about your situation; it sounds very frustrating and stressful. Based on what you’ve shared, there are a few points to consider regarding your potential wrongful dismissal claim.
Review Company Policies: Check your employee handbook or any documentation provided when you started. Many companies have specific procedures for performance evaluations, especially during probation periods. If these policies weren’t followed, it could support your claim.
Documentation of Performance: It sounds like you have a strong case regarding your performance, given that you completed numerous jobs on time without any prior complaints. Documenting your accomplishments and any positive feedback you’ve received can be beneficial if you decide to contest the dismissal.
Lack of Warning: If you were never formally warned about your performance being deemed “too slow” or given any opportunity to improve, this could further strengthen your case for unfair dismissal. Communication should typically be clear, especially if performance issues arise.
Probation Period Considerations: In many workplaces, probation periods allow for easier termination without cause. However, that doesn’t mean an employer can dismiss an employee unfairly or for discriminatory reasons. If you believe this dismissal was personal or retaliatory, it may be worth investigating.
Consult Legal Advice: If you feel comfortable, seek legal advice or contact an employment rights organization. They can help you understand your rights and the steps you should take to formally contest the dismissal.
Document Everything: Keep a record of any conversations, emails, and documentation related to your job performance and dismissal. This can be vital if you decide to pursue a claim as it serves as evidence of your work history and interactions with your manager.
Given the circumstances, it seems you may have grounds to contest the dismissal, especially since the reasons provided seem inconsistent with your overall performance. It’s important to assert your rights, especially if you feel you’ve been treated unfairly. Good luck, and I hope you find a resolution that works for you.