How do I dismiss an employee?

Dismissing an employee is never ideal, but sometimes cannot be avoided. Your free user guide will show you how to do it fairly.

Here’s what’s inside your guide:

  • The stages of disciplinary action that should be taken before dismissal (page 11)

  • A step-by-step guide to conducting a disciplinary investigation (page 6)

  • How to prepare for and conduct a disciplinary interview (page 8)

  • Communicating the outcome of the disciplinary to an employee (page 12)

  • Introducing an up-to-date and comprehensive disciplinary policy (page 4)

  • How to make employees aware of the rules and your disciplinary policy (page 5)

  • Dealing with an appeal (page 12)

  • Letter templates, for:

    • Inviting an employee to an investigation meeting
    • Inviting an employee to a disciplinary hearing
    • Employee non-attendance of a disciplinary hearing
    • Disciplinary outcome (formal written warning)
    • Disciplinary outcome (dismissal)
    • Invitation to an appeal meeting
    • Disciplinary appeal outcome

In order to dismiss an employee fairly:

  • Employers need to follow a fair procedure in line with the ACAS Code of Practice

  • Failing to comply with the Code can increase compensation by up to 25%

  • Employers need a valid reason for dismissal, communicated to the employee

  • Any reasons for dismissal need to be backed-up by evidence

  • Employees should have an opportunity to respond to allegations

 

Enter your email address now to get your free guide and prove you have grounds for fair dismissal.

Get the guide now by simply entering your email address below:

Dismissing an employee is never ideal, but sometimes cannot be avoided. Your free user guide will show you how to do it fairly.

Get the guide now by simply entering your email address below:

Here’s what’s inside your guide:

  • The stages of disciplinary action that should be taken before dismissal (page 11)

  • A step-by-step guide to conducting a disciplinary investigation (page 6)

  • How to prepare for and conduct a disciplinary interview (page 8)

  • Communicating the outcome of the disciplinary to an employee (page 12)

  • Introducing an up-to-date and comprehensive disciplinary policy (page 4)

  • How to make employees aware of the rules and your disciplinary policy (page 5)

  • Dealing with an appeal (page 12)

  • Letter templates, for:

    • Inviting an employee to an investigation meeting
    • Inviting an employee to a disciplinary hearing
    • Employee non-attendance of a disciplinary hearing
    • Disciplinary outcome (formal written warning)
    • Disciplinary outcome (dismissal)
    • Invitation to an appeal meeting
    • Disciplinary appeal outcome

In order to dismiss an employee fairly:

  • Employers need to follow a fair procedure in line with the ACAS Code of Practice

  • Failing to comply with the Code can increase compensation by up to 25%

  • Employers need a valid reason for dismissal, communicated to the employee

  • Any reasons for dismissal need to be backed-up by evidence

  • Employees should have an opportunity to respond to allegations

 

Enter your email address now to get your free guide and prove you have grounds for fair dismissal.