While no employer wants to be in a situation where they need to dismiss an employee, it is an unavoidable part of business and must be handled correctly. Having clear dismissal procedures will ensure that no potentially damaging mistakes are made during the process of dismissing an employee. Employees must be aware of what constitutes an offence worthy of dismissal. While serious breaches of discipline such as gross misconduct are obvious sackable offences, many employees may not be aware of issues such as bribery. By having a clear anti bribery policy, staff will not only have clear guidelines on what counts as bribery, they will also be unable to claim ignorance should they be dismissed for a bribery offence. It is important to consider the employment equality act before commencing any form of dismissal procedure. An employer must have clear evidence that any dismissal is justified and cannot be viewed as a form of discrimination, either by sexuality, gender, disability or age or any other factor not related to misconduct.