Employment Lawyers Can Answer Your Employment Law Questions
Under the law of Scotland that is generally correct although a restrictive covenant preventing the employee from doing certain things after cessation of employment and also training reimbursement provisions have to be in writing. The legislation also provides for a compulsory written statement of terms and conditions of employment but this need not be signed.
No, I would say that would be unfair dismissal but the reason the employee is refusing to sign may be relevant. If the employee is just being bloody minded about it there could be an argument based on a breakdown of mutual trust and confidence which is an element of the employer/employee relationship.