The Tribunal found that the EDT was the day on which the complainant`s notice period ended, whereas there was effective notice without notice on 1 September. Identifying the correct effective date of termination (EDT) is important, especially when it comes to a right to unjustified termination. An action must be brought before the General Court within three months of the EDT, subject to an extension by the ACAS. The effective date of termination is the date on which: in the most recent case of Cosmeceuticals Ltd -v- Parkin, the Employment Appeal Tribunal (EAT) decided that the effective date of termination was before the date agreed between the parties, which led to a review of whether the law was in force in a timely manner. G brought an action for annulment and infringement and claimed that his employment relationship had not been initiated until 6 January 2008, when it was considered that he had received the Bank`s letter dated 4 January, which means that he was entitled to a termination payment of more than EUR 12 million. The bank was terminated on 29 November 2007, so that G was entitled to a termination payment not exceeding EUR 7 million. The date on which an employment contract ends, i.e. the date of expiry of a termination or fixed-term contract or the date of termination or termination of the employee in the absence of dismissal. However, a worker dismissed without the statutory minimum wage due to him is treated as if he had, after his dismissal, the right to apply to a labour court for unjustified dismissal and for the calculation of his weekly wage and his basic wage for the purpose of calculating his employment (see compensation). Case: Fox Maintenance Ltd v Jackson  ICR 110. This was taken into consideration in Cosmeceuticals Ltd v Parkin. In this case, the Employment Appeal Tribunal clarified that the EDT is the date on which the dismissal is notified to the worker, even if the employer should have resigned, but did not.