Disciplinary Outcome Letter Dismissal for the United Kingdom

Disciplinary Outcome Letter Dismissal Template for England and Wales

A formal written communication under England and Wales employment law that confirms an employee's dismissal following a disciplinary process. The letter documents the reasons for dismissal, summarizes the disciplinary hearing findings, outlines notice period arrangements, details final payments, and explains appeal rights. It serves as a crucial legal document that must comply with UK employment legislation and ACAS guidelines.

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What is a Disciplinary Outcome Letter Dismissal?

The Disciplinary Outcome Letter Dismissal is a critical employment document used when terminating an employee's contract following disciplinary proceedings in England and Wales. It must be issued promptly after a disciplinary hearing where dismissal is the outcome, ensuring compliance with the Employment Rights Act 1996 and ACAS Code of Practice. The letter serves multiple purposes: it formally communicates the dismissal decision, provides required written reasons, confirms practical arrangements for ending employment, and outlines appeal rights. This document is essential for protecting both employer and employee rights and may be crucial evidence in any subsequent employment tribunal proceedings.

What sections should be included in a Disciplinary Outcome Letter Dismissal?

1. Letter Header: Company details, date, employee details, marked 'Private and Confidential'

2. Meeting Reference: Date of disciplinary hearing and attendees

3. Allegation Summary: Clear statement of the allegations discussed

4. Investigation Findings: Summary of evidence considered and findings

5. Decision: Clear statement of dismissal decision and reasons

6. Notice Period: Details of notice period or payment in lieu

7. Final Pay: Information about final salary and outstanding payments

8. Appeal Rights: Information about right to appeal and process

What sections are optional to include in a Disciplinary Outcome Letter Dismissal?

1. Company Property: Instructions for returning company property - include when employee has company equipment/property

2. Restrictive Covenants: Reminder of ongoing obligations - include when employment contract contains post-termination restrictions

3. References: Company policy on providing references - include if company has specific reference policy

What schedules should be included in a Disciplinary Outcome Letter Dismissal?

1. Appeal Form: Standard form for submitting appeal

2. Company Property Checklist: List of items to be returned

3. Final Payment Breakdown: Detailed calculation of final payment including any deductions

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

England and Wales

Publisher

Genie AI

Document Type

Disciplinary Letter

Cost

Free to use
Industries

Employment Rights Act 1996: Key legislation covering unfair dismissal provisions (Part X), statutory requirements for written reasons for dismissal, and notice period requirements. This forms the foundation for any dismissal process.

ACAS Code of Practice: Essential guidance on disciplinary procedures including requirements for fair process, proper investigation, right to be accompanied, and right of appeal. Failure to follow can result in increased tribunal awards.

Equality Act 2010: Legislation ensuring dismissals are not discriminatory based on protected characteristics and requiring consideration of reasonable adjustments for disabilities.

Human Rights Act 1998: Legislation ensuring right to fair treatment and consideration of privacy rights in dismissal processes.

Data Protection Act 2018 and UK GDPR: Legislation governing the handling of personal data and record-keeping requirements during disciplinary processes and dismissal.

Company Policies and Procedures: Internal documentation including disciplinary procedures, contractual notice periods, and any applicable collective agreements that must be followed.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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