Send this letter to dismiss an employee who has failed to supply the required immigration documentation.

This template can be used to write to an employee who has failed to return to work from holiday or maternity leave, warning them that as they have not contacted the organisation as requested their employment will be terminated on the specified date.

This template can be used to write to an employee who has failed to return to work from holiday or maternity leave, warning them that their employment will be terminated if they have not justified their absence by a specified date.

This letter outlines the outcome a disciplinary hearing for gross misconduct where the result was summary dismissal.

This letter confirms the dismissal of an employee who has less than two years’ service if no contractual procedure applies to the dismissal and outlines the employee’s last working day and the date on which the employee will be paid their final salary. It is best practice to give written reasons for dismissal to all employees. It is a statutory requirement to do so for any employee who is pregnant, on maternity leave or adoption leave (and any employee with at least two years’ service who requests written reasons).

Send this letter to an employee to confirm the outcome of an appeal against their dismissal. The letter outlines when the appeal took place, whether or not the employee was accompanied, the grounds for appeal, and the outcome of the appeal.

This letter should be used when ending an employment due to long-term sickness absence. It confirms the decision made regarding the employee's status after a scheduled meeting.

Use this letter as confirmation of dismissal for some other substantial reason in accordance with section 98(1)(b) of the Employment Rights Act 1996. The letter outlines the reason for the dismissal and confirms the last date of employment.

For employees who lack capability and do not provide acceptable explanations in response to management's concerns, this letter explains that they are being dismissed. It details previous meetings, warnings and any medical reports on the employee. It states that no alternative duties or adjustments can be made.

This letter clarifies to an employee that a dismissal was made in the heat of the moment and was a mistake. The employee is invited to attend a meeting to discuss the matter and if this is not accepted the employee is considered to have resigned.

This letter acknowledges the employee's request for a statement of the reasons for dismissal. It outlines the process that led to the employee's dismissal, and the reasons for the dismissal.

This table looks at qualifying periods, damages, time limits for presenting claims, and information that can be relied on to see the difference between wrongful and unfair dismissal claims.

Use this document as a quick guide on time limits of qualifying periods and for presenting a complaint following dismissal. This document covers wrongful dismissal, unfair dismissal, unfair dismissal for a variety of reasons, statutory redundancy payment, written reasons for dismissal, written particulars of employment, right to be accompanied, discrimination and equal pay claims.