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Some info that might help na kha.
Under the UK law...
UNFAIR DISMISSAL
Meaning of Dismissal
Dismissal is defined as the termination of employment by:
the employer, with or without notice; or
the employee's resignation, with or without notice, where the employee has resigned because the employer by his or her conduct, in breach of the contract of employment, has shown an intention not to be bound by the contract (this is commonly known as 'constructive dismissal' (see below)) or
the expiry of a limited-term contract without its renewal.
A limited-term contract is a contract for a fixed term or the performance of a specific task, or one which ends when a specified event does or does not occur.
If, after being given notice of dismissal by the employer, an employee gives due notice, in writing or otherwise, to terminate the contract of employment at an earlier date than required by the employer, the employee will still be regarded as dismissed by the employer but the effective date of termination will be the date that the employee's own notice, rather than the employer's notice, takes effect.
Constructive Dismissal Breach of Contract by the Employer
A tribunal may rule that an employee who resigns because of conduct by his or her employer has been 'constructively dismissed'.
For a tribunal to rule in this way the employer's action has to be such that it can be regarded as a significant breach of the employment contract indicating that he or she intends no longer to be bound by one or more terms of the contract: an example of this might be where the employer arbitrarily demotes an employee to a lower rank or poorer paid position.
The contract is what has been agreed between the parties, whether orally or in writing, or a combination of both, together with what must necessarily be implied to make the contract workable.
When is a Dismissal Fair or Unfair?
The law on unfair dismissal does no more than give employees a legal right to be treated in the way in which a fair and reasonable employer would treat them anyway.
For an employer to dismiss an employee fairly, he or she must both: have a valid reason for dismissing the employee, and
act reasonably in treating that reason as a sufficient reason for dismissing the employee.
The second of these conditions does not apply in cases where the dismissal is unquestionably unfair (see below).
Has the Employer Established A Fair Reason For Dismissal?
Legislation lists five specific types of reason which can justify dismissal. They are as follows:
Conduct
This is by far the most common reason for dismissal and the one which leads to the largest number of complaints of unfair dismissal. For this reason this guide is chiefly concerned with dismissal for disciplinary reasons. On the specific question of criminal offences see the paragraph on Dismissal in Connection with Criminal Offences.
Capability
The employee is unable satisfactorily to do or does not have the qualifications for the job. The question of the employee who becomes unable to do his or her job because of illness is discussed further below (see Dismissal in Connection with Illness).
Redundancy
In general, an employee can have no grounds for claiming unfair dismissal if the dismissal was because of redundancy, that is because the employer had no work or insufficient work for the employee to do. There are, however, some circumstances in which it is unfair to make an employee redundant (see Dismissal on Grounds of Redundancy).
source and more info from here kha:
http://www.roydens.co.uk/content14.htm
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