The general rule is that employment disputes should be resolved in the jurisdiction where they arise, but an unfair dismissal claim may be brought in the UK if the claim has a sufficiently strong connection with the UK.

The Employment Appeal Tribunal has confirmed that the existence of an exclusive English jurisdiction clause in an employment contract was a relevant factor in determining whether the UK had jurisdiction to hear a whistleblowing unfair dismissal claim (as it creates an expectation that the employer will honour the term and that expectation is a connection with UK and UK law), provided there were other connections independently connecting the claim to the UK and the employer is either based in the UK or part of a multinational group with a UK-headquartered parent. (Hexagon Sociedad Anonima v Hepburn)