In short, yes. A case called Scott Packing & Warehousing Co. Ltd v Paterson from 1978 set out that where a customer or supplier requires an employee’s dismissal, that dismissal can potentially be fair for ‘some other substantial reason’.﻿ Interestingly, an employer in dismissing an employee for this reason does not have to establish the truth of any allegations that have been made against the employee, or necessarily agree with the request to dismiss in order to rely on third-party pressure as a valid reason for dismissal.