There is an increasing level of incidence where employers are 'dismissing' staff just before employment rights start to kick in, whereby as long as contractual process is followed the employee seems to have little or no recourse. I think I will enquire with ACAS to find out what there steer is on such cases.

IF EFDSS are behaving in such a manner, they are doing little to hold themselves up as a reputable employer, and organisations with a public face should be seen to be engaging best practices in all areas of management.

As far as this case goes, the reasons given for dismissal are pretty vague as they hint at what the 'problem' is without going into any specific incidences to support the argument/case.

I once lost a contract due to 'failure to communicate with staff members'. This 'lack of communication' was one incidence when I was working under immense pressure to meet a deadline, including regularly working late into the evening, and not having time to answer a question about how tax was calculated (by a worker who rarely did more than an hour's work a day, frequently went home early because of stress at work).

Anyway, to get a clearer idea, are EFDSS prepared to state the specific targets/milestones/key performance indicators that were not met that support their assertion?