summary dismissal指即时解雇，当雇主解雇员工没有给通知期，立即解雇就可以称为即时解雇。这种解雇有可能出现两种情况：第一种，员工严重违反合同，被雇主立即解雇，此时雇主不需要承担任何责任。但是如果员工没有严重违反合同，被雇主立即解雇，那么员工可以以不当解雇（wrongful dismissal）的理由要求赔偿。

为了更好的理解该词，以下是其英文释义：Summary dismissal is where you dismiss someone ‘instantly’—meaning without notice, and without pay in lieu of notice (PILON). Reasons for summary dismissal of an employee normally focus on an act of gross misconduct. When the employee commits the act, they destroy the trust between you and them.

解雇的类型还有：

推定解雇（constructive dismissal）,属于雇员被迫辞职的情况，常发生于员工劳动合同上的义务被完全改变的情况。此时，员工必须要证明雇主严重的违反劳务合同，他是因此而离开的。

不当解雇（wrongful dismissal），当发生普通法下的违反合同行为，可以以不当解雇的理由要求索赔。无论是员工还是自由职业者都可以以这个理由要求赔偿。

双语例句：

（1）When you feel that a summary dismissal is your only option, you must still go through a fair procedure—just like you would for any other disciplinary matter. The length of the fair procedure can mean that the ‘instant’ aspect of the dismissal isn’t quite as ‘fired on the spot’ as what you see on TV. If you follow a fair procedure, an employment tribunal is less likely to find you guilty of an unfair dismissal.

即使您认为即时开除是你唯一的选择时，您仍须通过公平的程序开除该员工——就像处理任何其他纪律问题一样。该公平程序的期限可能意味着“即时”解雇可能不像你在电视上看到的那样“当场解雇”。但是如果你遵循公平的程序解雇员工，则就业法庭则判你犯有不公平解雇罪的可能性就少了许多。

（2）My first suggestion is relatively simple: that the statutory terms of reference of the

Operational Review Committee be expanded to include review of summary dismissals — where possible, before the dismissal takes effect.

我的首项建议是相当简单，即审查贪污举报咨询委员会的法定职权范围应予扩大，以便包括覆检即时解雇事件，并尽可能在解雇生效前进行检讨。 

（3）In other words, if an employer wrongfully invoked section 9 to dismiss an employee during pregnancy or paid sick leave, and the summary dismissal was later found to be unsubstantiated, the employee may not receive the remedies provided for under sections 15(2) and 33(4BA), and the employer could not be prosecuted.

换言之，如雇主不当地援引第9条的条文来解僱怀孕或在放取有薪病假的雇员，即使其后证实即时解雇的理由并不成立，有关的僱员可能无法根据第15(2)及33(4BA)条获得补偿，而当局亦难以将雇主检控。