Dismissal
Use this resource to take care of all your disciplinary and dismissal requirements

Dismissal Documents

A range of documents covering every disciplinary and dismissal scenario

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Dismissal without notice letter (gross misconduct)
If, after a disciplinary hearing, you take the decision to dismiss the employee because they've committed an act of gross misconduct, such as theft or violence, you will need our dismissal without notice letter. This dismisses the employee with immediate effect. A trust and confidence breakdownA Dismissal... Read more
DOWNLOAD November 2013
Type: Letter
Letter following informal discussion of minor poor performance
Letter following informal discussion of minor poor performanceIn cases of minor poor performance, before you launch into instituting the formal disciplinary or capability procedure, you should try to resolve the issue informally first by discussion with the employee. Use our letter following informal... Read more
DOWNLOAD May 2013
Type: Letter
Notification of disciplinary hearing
If you want to take disciplinary action against an employee, the first step is to write to them setting out the allegations and requiring their attendance at a formal disciplinary hearing. Our notification of disciplinary hearing letter ensures you get things off to a good start.Hearing noticeArranging... Read more
DOWNLOAD April 2013
Type: Letter
Letter following informal discussion of minor misconduct
In cases of minor misconduct, before you launch into instituting the formal disciplinary procedure, you should try to resolve the issue informally first by discussion with the employee. Use our letter to confirm your meeting discussions.The Acas CodeThe Acas Code of Practice on Disciplinary and Grievance... Read more
DOWNLOAD October 2012
Type: Letter
Workplace companion confidentiality agreement
Where a worker requests to be accompanied to a disciplinary or grievance hearing, use our workplace companion confidentiality agreement. It sets out the extent of the companion's role and your requirements for confidentiality.Statutory rightA worker has a statutory right to be accompanied to a disciplinary,... Read more
DOWNLOAD October 2012
Type: Agreement
Letter to ex-employee enforcing restrictive covenants
Where you believe a former employee is in breach of enforceable restrictive covenants, you may wish to consider taking legal action against them in the civil courts. The starting point is normally to write what's known as a letter before action. Our letter to ex-employee enforcing restrictive covenants... Read more
DOWNLOAD October 2012
Type: Letter
Letter to doctor seeking advice on whether employee fit to attend a disciplinary hearing
If an employee has been signed off sick during the disciplinary process, whilst you will probably tolerate the absence for a short period of time, there will come a point when you need to progress the disciplinary hearing to its conclusion. Use our letter to doctor seeking advice on whether employee... Read more
DOWNLOAD October 2012
Type: Letter
Early release from notice letter
Use our letter when an employee has resigned and you agree to release them from the requirement to serve out their full contractual notice period. Make sure it's made clear that they will not be paid for any part of the notice period that they do not wish to work.Early departureSometimes, an employee... Read more
DOWNLOAD October 2012
Type: Letter
Mediation checklist
Assuming an employee has agreed to participate in mediation, if the mediator is in-house, he or she can use our mediation checklist to help them to prepare for and present the mediation session.PreparationBoth the mediator and you will need to prepare for the mediation session. The mediator will want... Read more
DOWNLOAD October 2012
Type: Checklist
Notification of potential dismissal meeting
The law on termination of employment can differ according to how long the employee has worked for you. For employees with short service, termination can be relatively straightforward. Short-serving employeesAs a general rule, short-serving employees do not have the right to claim unfair dismissal. An... Read more
DOWNLOAD October 2012
Type: Letter
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