Although a right to protection against unjustified dismissal is not widely recognised in human rights law, the European Court of Human Rights has begun to use Article 8 of the European Convention of Human Rights to develop a general right based on the adverse consequences to ordinary private life caused by an unjustified dismissal. Instead of requiring the employer’s reason for the dismissal to be connected to an aspect of an employee’s private and family life in order to engage Article 8, the Court’s new, broader approach focuses on major adverse effects or consequences caused by dismissals to an employee’s family life, personal and professional relationships, to self-respect, and to their chosen way of life and career. The consequence-based approach permits the application of Article 8 whatever reason the employer puts forward for the dismissal. The article assesses the extent and limits of the protection against unjustified dismissal under the Convention as a result primarily of this extension from a reason-based approach to a consequence-based approach to Article 8, an approach that was confirmed by the Grand Chamber in Denisov v Ukraine.

中文翻译：

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保护免遭不合理解雇的新兴人权

尽管人权法并未广泛承认免遭无理解雇的权利，但欧洲人权法院已开始利用《欧洲人权公约》第 8 条，根据对普通私人生活的不利后果制定一项一般权利不正当解雇造成的。法院新的、更广泛的方法侧重于解雇对雇员家庭生活造成的重大不利影响或后果，而不是要求雇主将解雇原因与雇员的私人和家庭生活的某个方面联系起来，以便参与第 8 条、个人和职业关系、自尊以及他们选择的生活方式和职业。基于结果的方法允许适用第 8 条，无论雇主提出解雇理由。