Some other substantial reason (SOSR)

A catch-all fair reason for dismissal — used when none of the other standard categories quite fit, but the employer still had a genuine and substantial reason to act.

Is SOSR an easy way for an employer to dismiss someone?

No. While it is a flexible category, the employer still has to show the reason was genuinely substantial and that dismissal was a reasonable response, including following a fair process — the same reasonableness test applied to other dismissal reasons.

Can an employer use SOSR instead of following a proper disciplinary process?

Not safely. If the real reason for dismissal is actually conduct-related, a tribunal will look past the SOSR label at what genuinely happened, and a lack of proper process can still make the dismissal unfair.

What are typical examples of a SOSR dismissal?

A breakdown in working relationships, a client's refusal to continue working with a specific employee, business reorganisations that do not meet the strict redundancy test, and non-renewal of a fixed-term contract for a genuine reason are commonly cited examples.

Does an employer still need to consult me before a SOSR dismissal?

In most cases, yes. Tribunals generally expect consultation and a genuine chance for the employee to respond before a decision to dismiss is made, as part of the overall reasonableness test.

Can I challenge a SOSR dismissal at tribunal?

Yes, if you have the necessary continuous employment to bring an unfair dismissal claim. The tribunal will examine whether the stated reason was genuine and substantial, and whether the employer acted reasonably in treating it as a reason to dismiss.

Some other substantial reason (SOSR)

Employment Tribunal · Glossary

Some other substantial reason (SOSR)

A catch-all fair reason for dismissal — used when none of the other standard categories quite fit, but the employer still had a genuine and substantial reason to act.

Last reviewed: August 2026

Employment Tribunal track

Some other substantial reason

(SOSR) is one of the potentially fair reasons for dismissal under section 98 of the Employment Rights Act 1996, used when an employer's reason for dismissal does not fall within the other specific categories — such as conduct, capability or redundancy — but is still substantial enough to justify dismissing someone in that role.

Where this comes from

Employment Rights Act 1996, section 98(1)(b) and section 98(4)

— the statutory basis for SOSR as a potentially fair reason, and the test for whether the employer acted reasonably in dismissing for it.

Employment tribunal decisions database

— gov.uk's published record of tribunal decisions, including many SOSR cases.

Why SOSR exists as a category

Section 98 of the Employment Rights Act 1996 lists specific potentially fair reasons for dismissal — conduct, capability, redundancy, illegality, and retirement in limited circumstances. SOSR was added as a deliberately open-ended category to cover situations that are genuine and serious enough to justify dismissal, but do not fit neatly into any of the other labels.

Common examples include a breakdown in the working relationship that does not amount to misconduct by either side, a client or third party refusing to continue working with a particular employee, a reorganisation that changes a role without meeting the strict legal definition of redundancy, or dismissal following the expiry of a fixed-term contract for a genuine business reason.

How tribunals assess a SOSR dismissal

SOSR being available as a category does not mean it is easy to rely on. A tribunal first checks whether the reason given is genuinely substantial — not trivial, made up, or merely a convenient label for what is really a conduct or capability issue that has not been properly evidenced.

If the reason clears that hurdle, the tribunal then applies the general test in section 98(4): whether, given the size and resources of the employer, dismissal was a reasonable response in the circumstances, including whether a fair process was followed. This usually means proper consultation, a chance for the employee to respond, and genuine consideration of alternatives to dismissal — the same kind of procedural fairness expected in other dismissal categories, even though SOSR itself is a flexible, catch-all reason.

How it works in practice

An employee works closely with a single major client, and that client tells the employer they will no longer accept the employee on their contract, for reasons unconnected to any misconduct. The employer has no alternative suitable role available and, after consulting with the employee and exploring options, dismisses them.

This is not a conduct dismissal, since there is no finding of wrongdoing by the employee, and it may not meet the strict test for redundancy either. It can potentially be fair as SOSR, provided the employer genuinely explored alternatives, consulted the employee properly, and the client's decision was genuine rather than a pretext for something else.

• Using SOSR as a label for a badly evidenced conduct dismissal.
• Tribunals look at the real reason for a dismissal, not just how the employer describes it — a genuine misconduct case that has not been properly investigated does not become fair by calling it SOSR.
• Skipping a fair process because SOSR feels informal.
• The section 98(4) reasonableness test applies to SOSR dismissals just as it does to other categories — a lack of consultation or a chance to respond can make an otherwise substantial reason unfair.
• Not considering alternatives to dismissal.
• Tribunals expect an employer to have genuinely considered whether the problem could be resolved another way, such as redeployment, before dismissing.
• Assuming any business reason automatically counts.
• The reason must be substantial, not merely convenient or cost-saving for the employer, and it must genuinely relate to the specific employee's situation.

A separate, specific reason for dismissal that SOSR is sometimes wrongly used to cover for.

Frequently asked questions

Sources & further reading

• Employment Rights Act 1996, section 98
• (legislation.gov.uk)

Dismissed for a reason that doesn't quite add up?

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Last reviewed: August 2026.

References checked against the sources above as in force on 10 August 2026.

This page is explanatory only and is not legal advice. Start My Claim is self-service software, not a law firm — its tools help you build and run your own case.