If the employee has knowingly misstated details about his qualifications or experience, this would be likely to count as 'some other substantial reason' to justify dismissal. However, if the qualifications are desirable rather than necessary, and particularly if the employee has been doing the job satisfactorily without them, it may be unfair to dismiss. So if you want and need an employee to have qualifications and/or a certain type of experience, make your job offer conditional on them, and check up on them before you confirm the employment.
As in any other disciplinary case, you need to ensure that your procedures are equivalent to or better than the statutory minimum (see question two), and that you observe the guidelines set out at question three.
