What type of dismissal does not require the employee to have two years of service?

The concept of automatically unfair dismissal is central to this question. In employment law, certain reasons for dismissal are considered automatically unfair, meaning the employee does not need to have worked for a minimum period, such as the two-year service requirement usually applicable to most unfair dismissal claims. These automatically unfair reasons include discrimination, whistleblowing, or asserting a statutory right. The law intends to protect employees from being dismissed for reasons that contravene their fundamental rights, hence the absence of a service requirement.

Other types of dismissal typically carry the two-year service threshold. For instance, constructive dismissal involves an employee resigning due to the employer's breach of contract, often requiring a longer tenure to bring a claim. Redundancy dismissals relate to the reduction of workforce and generally necessitate similar tenure rules. Voluntary resignation is initiated by the employee and therefore does not involve a dismissal context that would warrant such a legal discussion.

Understanding that automatically unfair dismissal allows employees to bring claims without the standard service limitation is crucial for navigating employment law effectively.