The council must be heard before every dismissal, with the employer giving the reasons; a dismissal without hearing is void. The council may raise concerns in writing within a week (ordinary dismissal) or three days (summary dismissal), and may object to an ordinary dismissal on listed grounds (social selection, guidelines, other job, retraining, changed terms). If the employer dismisses despite an objection it attaches the council's statement to the notice, and where the employee sues and requests it, the employer must keep them employed on unchanged terms until the case ends unless the court releases it. Employer and council may agree that dismissals need consent.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.