Formal dismissal letter following a disciplinary hearing. Covers dismissal with notice and summary dismissal for gross misconduct. Acas Code compliant. From £4.99.
A Disciplinary Outcome Letter (Dismissal) is the written confirmation of a decision to terminate employment following a formal disciplinary hearing. It is the highest-consequence letter in the disciplinary process. Paragraph 19 of the Acas Code of Practice on Disciplinary and Grievance Procedures (SI 2015/649) requires the employer to communicate the outcome in writing, and paragraphs 20–24 require clear reasons, confirmation of notice entitlement, and the appeal right. From 1 January 2027, the statutory cap on compensatory awards is removed under the Employment Rights Act 2025 — a procedural failure in a dismissal letter carries materially higher financial risk from that date.
After any disciplinary hearing that results in dismissal — whether dismissal with notice for conduct or performance, or summary dismissal (without notice) for gross misconduct. The letter must be issued promptly after the hearing. Even for gross misconduct dismissals, a full fair procedure must have been followed before the letter is sent — summary dismissal means no notice, not no process.
The reason for dismissal stated clearly; for gross misconduct, the finding on which summary dismissal is based (in attributed form — the employer's conclusion, not a certified legal verdict); the notice period or confirmation that notice is withheld on gross misconduct grounds; the last day of employment; final pay details; any property return requirements; confirmation that mitigating circumstances were considered (Acas Code para 19); the mandatory right of appeal including deadline, recipient, and companion right under Employment Relations Act 1999 s.10; and a scope-limit paragraph confirming Termsmith has not assessed the legal merits of the decision.
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