It has always been the case that using the “some other substantial reason” for a dismissal smacks a little of desperation and a when all else fails approach.  It is of course high risk for employers and there are few examples where relying on this form of dismissal is a good idea.  A recent case at the Employment Appeal Tribunal involved an employee who was dismissed for refusing to accept changes to her terms and conditions.  The employer argued that the dismissal was for some other substantial reason and the employee won her unfair dismissal case.  As always it is fact sensitive but a reminder that using this reason for dismissal leaves you with an uphill struggle!