Can I be unfairly dismissed? What protections exist?

Unfair dismissal in Germany occurs when an employer terminates an employee with over 6 months’ service without a valid social justification—such as conduct, personal reasons, or urgent operational needs—and fails to follow required procedural and social selection rules.

If you are a non-unionized employee covered by the Canada Labour Code with at least 12 months’ service and were unjustly dismissed, you may claim reinstatement or compensation — typically up to 180 days’ wages — but not punitive or aggravated damages unless exceptional circumstances apply.

Generally, no — employees sacked during probation are not eligible for unfair dismissal claims unless they have completed the minimum employment period (6 months, or 12 months for small business employers).

Yes, dismissal without fair procedures is generally considered unfair dismissal under Irish law, unless the employer can show substantial grounds justifying the dismissal.

Dismissal without notice may be wrongful if it breaches the Employment Act or your employment contract — unless it's for misconduct justifying summary dismissal.

No, the transfer of a business is not itself a valid reason for dismissal under EU law. Dismissal solely because of a transfer is automatically unfair unless there is an economic, technical or organisational (ETO) reason entailing changes in the workforce.

No, you generally cannot claim unfair dismissal after only 2 years of service in the UK, as the minimum qualifying period is 2 years' continuous employment.

Yes, you may be reinstated if your termination was illegal or unjust, especially under the Industrial Disputes Act, 1947 — but only if you were a 'workman' and worked in a scheduled industry.

File a claim for unfair dismissal remedy with the Labor Relations Commission (LRC) within 3 months of dismissal.

In Japan, in an unfair dismissal case, you can request reinstatement, unpaid wages from dismissal to reinstatement, and/or payment in lieu of reinstatement.