Employment law - Disciplinary, capability and dismissal

Minutes of disciplinary hearing You must take minutes of each disciplinary hearing that you hold. Our document contains prompts to include all relevant information and acts as proof that you will have covered all the matters that should be mentioned ... Read more

Letter refusing choice of companionUse our letter refusing choice of companion to decline a worker's request to be accompanied at a disciplinary or grievance hearing where they have purported to select someone who falls outside the statutory categorie... Read more

Letter rescheduling disciplinary hearingUse our letter if you need to postpone a scheduled disciplinary hearing or if you are agreeing to an employee's request to postpone. It's reasonable to reschedule if the employee has valid grounds for their reque... Read more

Dismissal with notice letter (misconduct)If you've followed the warnings procedure to its natural conclusion, it means that a dismissal is going to be inevitable, but again only after a disciplinary hearing. When you want to confirm a dismissal on gro... Read more

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 noti... Read more

Employee disciplinary recordIt's advisable to keep a brief summary of an employee's disciplinary history on file, even if full details of the disciplinary case have been removed because the warning is time-expired. Use our employee disciplinary record ... Read more

Confirmation of no further disciplinary actionWhilst the outcome of most disciplinary hearings will result in the imposition of some form of disciplinary sanction against the employee, occasionally it will be the case that no further action is to be ... Read more

Letter to doctor seeking advice on whether employee fit to attend a disciplinary hearingIf 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... Read more

Mediation checklistAssuming 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 ... Read more

Letter to sick employee postponing a disciplinary hearingIt is not uncommon for you to commence disciplinary action against an employee but then for them to produce a statement of fitness for work (fit note) certifying them as sick for a few weeks ... Read more