Gross Misconduct Notice of Dismissal
This Gross Misconduct Dismissal Notice should only be issued after a reasonable investigation, a disciplinary meeting/hearing where the employee had a chance to respond and a fair and proper decision-making process. Failure to follow a fair and reasonable procedure may expose the employer to unfair dismissal claims, even if gross misconduct is proven.
Up-to-date procedures and guidance can be downloaded at Disciplinary Policy and Procedure and Disciplinary Procedures Guidance Notes.
What are the Key Details of the Gross Misconduct Dismissal Notice?
The notice should be used to inform the employee of the outcome of the disciplinary meeting when that outcome is dismissal.
It includes the following:
- The decision and reasoning for dismissal. This description should be factual and neutral, avoiding unnecessary detail and emotive terms.
- Employment to be terminated with immediate effect (summary dismissal).
- No notice or payment in lieu except wages earned up to the dismissal date, but includes an option for the employer may insert a discretionary payment (e.g., ex gratia).
- Accrued holiday pay to be be paid in line with the contract.
- Return of company property providing details of the property and specifying the number of days to complete the return.
- Confirmation of the employee's right to appeal.
Should the employee appeal the decision and to help ensure continual compliance please download Conducting Appeal Meetings Guidance Notes.
This Gross Misconduct Dismissal Notice will have followed the Gross Misconduct Suspension Letter and Gross Misconduct Disciplinary Meeting Notice.
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Gross Misconduct Notice of Dismissal is part of Employment. Just £38.50 + VAT provides unlimited downloads from Employment for 1 year.