This is a replay version of an episode originally published in July 2019. Please note that any law discussed in the episode may be out of date.
SOSR is like a classic car. It can work well but only in the right conditions.
An employer must have a fair reason to dismiss an employee.
When other avenues are exhausted, employers can sort to SOSR - which stands for ‘some other substantial reason’. Rather unhelpfully, there is no definition or guidance about its meaning. It must be 'substantial', which can include anything that is not frivolous or insignificant.
In this episode of Employment Law Matters, Daniel Barnett talks about the top five SOSR dismissals and why lawyers use that phrase, and looks at in which situations the use of SOSR can prove most useful.
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I'm Daniel Barnett, an employment law and HR barrister. I advise and represent clients in employment tribunal litigation. I have my main website and work out of a set of Chambers. I run a membership club for smart, ambitious HR Professionals and present the legal hour on LBC Radio.
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This podcast is published by (c) Employment Law Services Limited. The information in this video is for general guidance only and, although the presenters and publisher believe it was correct at the time it was recorded, the law may have changed since then. You should always seek your own independent legal advice. Any employment law explained applies to England, Scotland and Wales only.
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