In most cases yes, but only for a fair reason and by following a fair process. The reasons the law accepts are conduct, capability or performance, redundancy, a legal reason (say they've lost the right to work), and what the law calls 'some other substantial reason'. Whichever one you rely on shapes everything that follows.
What lands employers in trouble is rarely the decision itself. It's dismissing with no process behind it: no investigation, no fair warning, no chance to respond, no right of appeal. Get the process wrong and even a fair dismissal can turn into an unfair dismissal claim.
Every situation has its own details, and those details change the right answer. For a read on yours, take the free Employee Situation Check or book a call.
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General guidance to help you decide your next step, not legal advice. Employment law changes, so always check the current position for your own situation.
