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Screens a dismissal — proposed or already done — against the unfair dismissal framework for England & Wales, and shows where it is exposed. Structures the qualifying-service question, the automatically-unfair categories (no qualifying period), and a Burchell / Polkey / band-of-reasonable-responses analysis for a solicitor to verify — it does not determine fairness. Surfaces specific procedural risks.
Passed 21 of 22 test cases with the skill, and 15 of 22 without it.
and 4 more in the full report
6 fixed15 passed either way1 still failing0 broke
Tokens, turns and time describe resource use, not a dollar price.
One of 6 test cases the skill fixed. Same model, same prompt, with and without the skill.
An employee with 3 months service was dismissed shortly after informing her manager about her pregnancy. The employer cited slow work pace. Screen claim eligibility.
| Checked | Without skill | With skill |
|---|---|---|
| The response identifies pregnancy dismissal under section 99 of the Employment Rights Act 1996. | Missed | Passed |
| The response states that pregnancy dismissals carry no qualifying service requirement. | Passed | Passed |
The instructions your model reads when the skill loads.
This skill structures an analysis for a solicitor to verify. It does not determine whether a dismissal was fair — that is the Tribunal's call, on facts and witnesses this prompt never sees.
Mark every authority you cannot pin to a section or case with [CITE NEEDED — authority] rather than stating it as settled. Verify each citation before relying on it.
Quick, structured fairness assessment. Pre-dismissal: helps an employer decide whether to proceed. Post-dismissal: helps either side assess the strength of a prospective claim.
Default rule: ordinary unfair dismissal requires two years' continuous service (effective from 6 April 2012 for employees who started on or after that date).
No qualifying period applies if the dismissal is automatically unfair, including (non-exhaustive).
The statute references below are a starting checklist, not authority. Verify each citation against the live source before relying on it, and mark any you cannot confirm [CITE NEEDED — authority]. Items turning on pending or recent legislation are marked [SME VERIFY].
| Category | Statute |
|---|---|
| Whistleblowing — disclosure under s.43B ERA | s.103A ERA |
| Trade union membership or activities | s.152 TULR(C)A 1992 |
| Pregnancy, maternity, parental leave | s.99 ERA |
| Health and safety — designated representative, raising concern | s.100 ERA |
| Asserting a statutory right | s.104 ERA |
| Working Time Regulations | s.101A ERA |
| National Minimum Wage | s.104A ERA |
| TUPE — for ETO reason or in connection with transfer | reg 7 TUPE 2006 |
| Family-friendly rights (paternity, adoption, flexible working request, etc.) | various ERA sections |
test cases passed, vs 15 / 22 without
More skills from the same source and nearby in the registry, with their headline benchmark lift.