How do I dismiss SOSR?

If you are considering dismissing someone for SOSR, you should make sure the reason is objectively substantial – it must be a fairly big deal, and must be having a significant impact on the organisation.

When you fire someone do you have to give them notice?

Employees and employers must give each other notice of their intention to end the employment. An employer may end the employment of an employee by giving them: termination notice. if the period of employment is 90 days or less, no notice is required from either party.

Is SOSR dismissal with notice?

Whatever the circumstances, an SOSR dismissal should always be on notice (or pay in lieu of notice – it will have to be pay in lieu of notice in suspected illegal working cases), whichever is the greater of the contractual notice period or the statutory minimum notice period.

When to use SOSR and offer of re-engagement?

This document is to be used by organisations to confirm a dismissal for some other substantial reason (SOSR) and an offer of re-engagement when an employee has failed to agree to a change to the terms and conditions of their contract.

When to inform an employee of the result of a SOSR?

It also warns them of the potential for their employment to be terminated on the grounds of ‘some other substantial reason’. This document is to be used by organisations to inform an employee of the result of their appeal against a dismissal for some other substantial reason (SOSR).

When to use SOSR in a small business?

This situation is probably the most common SOSR reason in a small business – if you have an employee working closely with, or on-site at, a client, and that client indicates that they no longer accept working with that member of staff. 2. Changes to terms and conditions

Can a SOSR be used as a reason for dismissal?

Lara Murray, an employment law specialist with Palmers, said: “Providing an employer follows the rules, SOSR is a perfectly valid reason for dismissal, according to employment legislation.

What does some other substantial reason ( SOSR ) mean?

In this Bulletin, Engin Mustafa, lecturer in Employment Law, provides a broad overview of the category of reasons for dismissal known as “some other substantial reason (SOSR)” which he illustrates with case law examples.

How is an investigation conducted at a SOSR hearing?

An investigation must commence immediately, or, where this is not possible, without unreasonable delay. An investigation will be conducted as swiftly and as thoroughly as possible. 7.4. The chair of the SOSR Hearing will normally be responsible for appointing an investigating officer to conduct the investigation.