Search

How can we help?

Icon

Employer’s reasonable and genuine belief can be sufficient for SOSR dismissal

In Nayak v Royal Mail Group, the EAT upheld the tribunal’s decision that an employer’s genuine and reasonable belief that an employee was no longer permitted to work in the UK was sufficient to show that he had been dismissed for some other substantial reason (SOSR).

It is Royal Mail’s policy to conduct employee immigration checks every six months where visa outcomes are pending.  Mr Nayak worked under a number of visas throughout his employment at Royal Mail (RM) and, upon expiry of his visa in 2010, applied for a Tier 4 (General) student migrant visa.  Whilst this was originally refused, he successfully appealed and his application was passed to the Home Office for consideration and processing.

Mr Nayak’s situation meant that he was subject to RM’s immigration check policy.  However, when asked to provide proof of his right to work in the UK on three occasions between August 2012 and February 2013, he failed to cooperate with RM’s requests.  Further enquiries were made of him between December 2013 and May 2014 and he was told that the right to work could only last whilst his visa application remained pending.  Given that his application had been made more than four years previously, and in the absence of any evidence of his immigration status, RM could not simply assume that it remained pending.  Mr Nayak was advised that his failure to provide the requisite evidence may result in his dismissal and, when he did not do so, was dismissed.  His appeal was unsuccessful and he brought a claim for unfair dismissal.

 

The EAT upheld the tribunal’s decision that an employer’s genuine and reasonable belief that an employee was no longer permitted to work in the UK was sufficient to show that he had been dismissed for SOSR.

The claim was dismissed both at first instance (by the tribunal) and on appeal.  The EAT upheld the tribunal’s decision that an employer’s genuine and reasonable belief that an employee was no longer permitted to work in the UK was sufficient to show that he had been dismissed for SOSR.  There was adequate evidence that RM had attempted to establish Mr Nayak’s immigration status over a number of years and he had continually failed to cooperate in the process.

The case demonstrates that a dismissal for SOSR can be justified by the employer’s genuine and reasonable belief.  This is in contrast to a statutory restriction dismissal (which is another potentially fair ground for dismissal) where an employer’s actual knowledge is required.

Disclaimer

This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Author profile

Caroline Lendrum

Associate

View profile

+44 118 960 4669

About this article

Read, listen and watch our latest insights

Pub
  • 19 August 2025
  • Immigration

Navigating New UK Immigration Rules: The 2025 Changes

In our latest podcast, join Ruth Karimatsenga and Monica Mastropasqua from the immigration team as they guide you through the new 2025 UK Immigration Rules.

art
  • 18 August 2025
  • Privacy and Data Protection

Top 10 DUAA Compliance Tips for Employers

To support your preparation, we have outlined 10 practical tips to help employers navigate the new requirements and take full advantage of the DUAA’s reforms.

art
  • 15 August 2025
  • Employment

Employment Rights Bill – Get your tailored action plan now!

The Employment Rights Bill is a major piece of legislation which significantly overhauls worker’s rights.

art
  • 13 August 2025
  • Commercial Real Estate

Proposed Ban of upwards only rent reviews

In an effort to save the high street, the government has proposed to ban upwards only rent reviews in commercial leases, without any consultation with professional bodies. It has caught the commercial property sector completely by surprise.

art
  • 12 August 2025
  • Privacy and Data Protection

From WeTransfer to WhatsApp: How Unapproved Tools and “Shadow IT” Could Threaten UK GDPR Compliance

Businesses and self-employed professionals are in a constant pursuit of efficiency and productivity.  There are, as a result, no end of tools and products available to smooth digital workflows. 

art
  • 07 August 2025
  • Immigration

New simplified British Citizenship route for Irish Citizens now in force

From 22 July 2025, eligible Irish citizens who have been resident in the UK for five years can now register as British citizens under a new, simplified route.