Employment law - Disciplinary, capability and dismissal

Final performance warning for first incompetenceWhere you've held a formal performance meeting, if the employee's poor performance is sufficiently serious, you may be able to go straight to issuing them with a final performance warning.Appropriate acti... Read more

Suspension letterIn cases of gross or very serious misconduct where there are no alternatives, you should give careful consideration to suspending the employee for a brief period during your disciplinary investigation and pending a formal discipl... Read more

Failure to attend performance review meeting letterYou can use our letter where an employee has failed to turn up for a formal performance review meeting. This usually happens when they refuse to face up to their poor performance.A re-arranged meetin... Read more

Failure to attend disciplinary hearing letterOur letter can be used where the employee is a no-show at their disciplinary hearing. This usually happens when they're unwilling to attend because they refuse to face up to the issue. Rearrange the hearing... Read more

Final written warning for first misconduct offenceFollowing a disciplinary hearing, it may be possible in some cases for you to skip the first written warning stage and move straight to issuing the employee with a final written warning. Our letter co... Read more

Extension of suspension letterWhere an employee has been suspended whilst you investigate very serious misconduct allegations, if that investigation is taking longer than expected, be sure to keep the employee informed using our letter.Suspension fro... Read more

Minutes of performance review meetingYou must take minutes of each formal performance review meeting that you hold. Our document contains prompts to include all relevant information and acts as your proof that you have covered all the matters that sh... Read more

Out of time appeal request outcomeWhere an employee has lodged a late appeal in disciplinary or grievance cases and requested a time extension, once you've considered the case, you'll need to let them know the outcome of their request, which you can do... Read more

Letter advising appeal is out of timeYou can use our letter to advise employees that their appeal against a disciplinary or capability sanction or a grievance decision can't be heard as it's out of time. However, be careful about being too rigid in sti... Read more

Employee performance management recordIt's advisable to keep a brief summary of an employee's performance management history on file, even if the full details have been removed because the warning has expired. Use our record to do this.A summary record... Read more