In most cases, once an employer has decided that he no longer wants to retain a particular employee, he will want to dismiss him as soon as possible. Before taking that step, however, the employer should first consider: • what needs to be done in order to minimise the risk of contractual and/or statutory claims, and • what is consistent with good employment practice In summary, the employer should consider: • the reason for dismissal, and the risk of an unfair dismissal claim if a fair process is not followed • the provisions of the employment contract, including the right to notice and whether there is a payment in lieu of notice (PILON) clause • the protections the employee may enjoy against discrimination or other prohibited conduct under the Equality Act 2010 (EqA 2010), relating to any protected characteristic • other relevant statutory entitlements, such as the minimum period of notice and the right to a written statement of reasons for dismissal • whether any regulatory requirements apply, eg Prudential