What to do if you’re facing dismissal

Dismissal sounds like a dirty word, but it doesn’t need to be. It is a difficult subject to open up about if it has happened to you. Many scientists define their self-identity from the work they do, especially those in research-focused roles, or in mission-driven organisations. So, losing a job involuntarily can hurt. Beyond the obvious financial impact, there are hidden emotional and social challenges, especially if you are a parent or carer. I spoke with James*, a mid-career scientist who lost his job in a research facility, to find out how the dismissal process works, and what you can do to protect yourself.

What exactly happened?

James was invited to an unplanned face-to-face meeting where he learned, to his surprise, that he would be invited to a disciplinary meeting regarding his performance. There was an immediate written follow up with HR in copy, setting out the formal procedure of an investigation phase to determine the facts. A decision about his employment would then follow.

‘It was unexpected, those meetings are very overwhelming, and they escalated to a disciplinary so quickly. In my view, despite the evidence I provided to support my case, it felt the decision was already made, and the “truth-seeking” exercise of the investigation was really to gather evidence that fit their version of events. Employers must consider the evidence you provide, but they don’t have to accept it. I felt like I had little control over the narrative they were presenting.’

In the UK, dismissal must be process-led and requires a valid reason. Unfair dismissal protections are stronger once you’ve built up qualifying service time (currently normally two years, but this will drop to six months in January 2027). In countries with strong labour laws, like Germany and France, the process is more formalised and tightly regulated. By contrast, much of the US operates under an ‘at-will’ model where employers can terminate without proving a ‘fair reason’, although contract terms and anti-discrimination protections still apply.

Who benefits from a dismissal?

A dismissal is an organisation’s way to mitigate its operational risk, whether that’s by removing redundant roles or removing behaviours that can harm staff or the organisation. But where you work impacts how risk is managed. The Bureau of Labor Statistics noted that in 2025, three times as many employees in the US private sector were discharged or laid-off than in government roles. This is likely because companies tend to manage risk quickly as escalations impact their profit.

It is easy to forget that people, not corporations, can be the drivers of a dismissal. As such, bias and personal ambition can also play a part. Organisations try to mitigate such motivations by having objective senior leaders run disciplinary meetings, but it doesn’t remove them entirely.

How to protect yourself

If you find yourself attending a disciplinary meeting, don’t lose heart, as there are practical tips you can use to ensure you are treated fairly.

First, don’t wait until the process becomes formal to start protecting yourself. The earlier you seek support, document your evidence and put your account on record, the better. This is especially true when you come to recount what happened weeks or months later, in a tense room, where you might not be feeling at your best. Being prepared for key meetings and appeals helps you remain calm and have more control of the facts.

It was an unpleasant experience, but I’m glad I fought back

Independent advice can help you understand your situation in an unbiased way. James first spoke to an external HR contact in his wider network who gave him a guide to what he might face. The best support he received was from his workplace union. ‘I joined the union when I first experienced workplace bullying, when I realised how exposed I was without support. The union representative can be present in disciplinary meetings where you are often outnumbered. They won’t defend you but will ensure your rights are protected and wellbeing is taken into consideration.’ Independent legal advice is also an option, but it comes with financial and emotional costs. If they deem your case unwinnable, you should be prepared emotionally for that harsh truth, but even if they believe your case is strong, the process of going to a tribunal will be long, draining and potentially expensive.

Reflecting on his departure, James said ‘I’m proud of how engaged in the process I remained, did my own reading, to present my case. It was an unpleasant experience, but I’m glad I fought back.’ James has since taken the opportunity to move his career forward proactively in a different direction.

*Name has been changed to protect his identity