I generally agree with your remarks, but my concern is with the application of unfair dismissal. By its very name, it should not be allowed, but if it is, what is the determinant? If someone who has worked for decades begins to slow down, is that enough? And more importantly, will the employee be replaced? Today's most predicatble business trend is to coincide profit forecasts with redundancy announcements, with the remaining employees meant to pick up the slack, with no added renumeration. I've worked with people who have deserving of dismissal which has not being immediately forthcoming, I'll admit. But I also have a number of friends who have been sacked for the most petty mistakes that have developed from lack of training. It is always better to free the guilty than to punish the innocent.