one of the procedures set out in Part 1 of Schedule 2 to the Employment Act 2002 (dismissal and disciplinary procedures) applies in relation to the dismissal,

the procedure has not been completed, and

the non-completion of the procedure is wholly or mainly attributable to failure by the employer to comply with its requirements.

has been summoned under the Juries Act 1974, the Coroners Act 1988, the Court of Session Act 1988 or the Criminal Procedure (Scotland) Act 1995 to attend for service as a juror, or

has been absent from work because he attended at any place in pursuance of being so summoned.

that the circumstances were such that the employee’s absence in pursuance of being so summoned was likely to cause substantial injury to the employer’s undertaking,

that the employer brought those circumstances to the attention of the employee,

that the employee refused or failed to apply to the appropriate officer for excusal from or a deferral of the obligation to attend in pursuance of being so summoned, and

that the refusal or failure was not reasonable.

in the case of a person who has been summoned under the Juries Act 1974, the officer designated for the purposes of section 8, 9 or, as the case may be, 9A of that Act;

in the case of a person who has been summoned under the Coroners Act 1988, a person who is the appropriate officer for the purposes of any rules made under subsection (1) of section 32 of that Act by virtue of subsection (2) of that section;

the reason or principal reason for the dismissal is of a prescribed kind, or

the dismissal takes place in prescribed circumstances.

pregnancy, childbirth or maternity,

ordinary, compulsory or additional maternity leave,

ordinary or additional adoption leave,

parental leave,

paternity leave, or

time off under section 57A;

takes,

agrees to take, or

refuses to take,

make different provision for different cases or circumstances;

apply any enactment, in such circumstances as may be specified and subject to any conditions specified, in relation to persons regarded as unfairly dismissed by reason of this section.

having been designated by the employer to carry out activities in connection with preventing or reducing risks to health and safety at work, the employee carried out (or proposed to carry out) any such activities,

in circumstances of danger which the employee reasonably believed to be serious and imminent and which he could not reasonably have been expected to avert, he left (or proposed to leave) or (while the danger persisted) refused to return to his place of work or any dangerous part of his place of work, or

in circumstances of danger which the employee reasonably believed to be serious and imminent, he took (or proposed to take) appropriate steps to protect himself or other persons from the danger.

a protected shop worker or an opted-out shop worker, or

a protected betting worker or an opted-out betting worker,

refused (or proposed to refuse) to comply with a requirement which the employer imposed (or proposed to impose) in contravention of the M1Working Time Regulations 1998,

refused (or proposed to refuse) to forgo a right conferred on him by those Regulations,

failed to sign a workforce agreement for the purposes of those Regulations, or to enter into, or agree to vary or extend, any other agreement with his employer which is provided for in those Regulations, or

the Merchant Shipping (Working Time: Inland Waterways) Regulations 2003.

the Fishing Vessels (Working Time: Sea-fishermen) Regulations 2004.

an employee representative for the purposes of Chapter II of Part IV of the M3Trade Union and Labour Relations (Consolidation) Act 1992 (redundancies) or F13regulations 9, 13 and 15 of the Transfer of Undertakings (Protection of Employment) Regulations 2006, or

a candidate in an election in which any person elected will, on being elected, be such an employee representative,

brought proceedings against the employer to enforce a right of his which is a relevant statutory right, or

alleged that the employer had infringed a right of his which is a relevant statutory right.

whether or not the employee has the right, or

whether or not the right has been infringed;

any right conferred by this Act for which the remedy for its infringement is by way of a complaint or reference to an F17employment tribunal,

the right conferred by section 86 of this Act, F18. . .

the rights conferred by sections 68, 86, F19145A, 145B, 146, 168, F20168A, 169 and 170 of the Trade Union and Labour Relations (Consolidation) Act 1992 (deductions from pay, union activities and time off) F21F22. . .

the rights conferred by the Working Time Regulations 1998, the Merchant Shipping (Working Time: Inland Waterway) Regulations 2003 or the Fishing Vessels (Working Time: Sea-fishermen) Regulations 2004.F25, and

the rights conferred by the Transfer of Undertakings (Protection of Employment) Regulations 2006.

any action was taken, or was proposed to be taken, by or on behalf of the employee with a view to enforcing, or otherwise securing the benefit of, a right of the employee’s to which this section applies; or

the employer was prosecuted for an offence under section 31 of the National Minimum Wage Act 1998 as a result of action taken by or on behalf of the employee for the purpose of enforcing, or otherwise securing the benefit of, a right of the employee’s to which this section applies; or

the employee qualifies, or will or might qualify, for the national minimum wage or for a particular rate of national minimum wage.

whether or not the employee has the right, or

whether or not the right has been infringed,

any right conferred by, or by virtue of, any provision of the National Minimum Wage Act 1998 for which the remedy for its infringement is by way of a complaint to an employment tribunal; and

any right conferred by section 17 of the National Minimum Wage Act 1998 (worker receiving less than national minimum wage entitled to additional remuneration).

any action was taken, or was proposed to be taken, by or on behalf of the employee with a view to enforcing, or otherwise securing the benefit of, a right conferred on the employee by regulations under section 25 of the Tax Credits Act 2002,

a penalty was imposed on the employer, or proceedings for a penalty were brought against him, under that Act, as a result of action taken by or on behalf of the employee for the purpose of enforcing, or otherwise securing the benefit of, such a right, or

the employee is entitled, or will or may be entitled, to working tax credit.

whether or not the employee has the right, or

whether or not the right has been infringed,

the employer contravenes regulation 3 of the 2010 Regulations in relation to that prohibited list, or

contravened regulation 3 of the 2010 Regulations, or

relied on information supplied in contravention of that regulation,

the reason (or, if more than one, the principal reason) for the dismissal is that the employee was redundant,

it is shown that the circumstances constituting the redundancy applied equally to one or more other employees in the same undertaking who held positions similar to that held by the employee and who have not been dismissed by the employer, and

it is shown that any of subsections (2A) to (7J) applies.

the employee was a protected shop worker or an opted-out shop worker, or a protected betting worker or an opted-out betting worker, and the reason (or, if more than one, the principal reason) for which the employee was selected for dismissal was that specified in subsection (1) of section 101 (read with subsection (2) of that section), or

the employee was a shop worker or a betting worker and the reason (or, if more than one, the principal reason) for which the employee was selected for dismissal was that specified in subsection (3) of that section.

the reason (or, if more than one, the principal reason) for which the employee was selected for dismissal was the reason mentioned in section 238A(2) of the Trade Union and Labour Relations (Consolidation) Act 1992 (participation in official industrial action), and

subsection (3), (4) or (5) of that section applies to the dismissal.

exercised or sought to exercise his right to be accompanied in accordance with paragraph 9 of Schedule 6 to the Employment Equality (Age) Regulations 2006, or

accompanied or sought to accompany an employee pursuant to a request under that paragraph.

on engaging him the employer informs him in writing that his employment will be terminated on the resumption of work by another employee who is, or will be, absent wholly or partly because of pregnancy or childbirth, F49or on adoption leave and

the employer dismisses him in order to make it possible to give work to the other employee.

on engaging him the employer informs him in writing that his employment will be terminated on the end of a suspension of another employee from work on medical grounds or maternity grounds (within the meaning of Part VII), and

the employer dismisses him in order to make it possible to allow the resumption of work by the other employee.

as to the reason, or principal reason, for which an employee was dismissed,

whether the reason or principal reason for which an employee was dismissed was a reason fulfilling the requirement of section 98(1)(b), or

whether an employer acted reasonably in treating the reason or principal reason for which an employee was dismissed as a sufficient reason for dismissing him.