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Select Disciplinary Stage

📋 Investigation Meeting Invitation

Generate a letter inviting the employee to an investigation meeting

ℹ️ Employment Rights Act 2025 — Key Changes

From 1 January 2027, the qualifying period for unfair dismissal claims reduces from two years to six months. The compensation cap is also removed from the same date. Ensure investigation and disciplinary procedures are fully ACAS Code-compliant at all stages, regardless of the employee's length of service. What's changing under the Employment Rights Act 2025 →

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🏢 Company & Employee Details

⚠️ Investigation Details

Describe the concerns that need to be investigated

Can the employee bring a companion to the investigation meeting?

⚖️ Disciplinary Hearing Invitation

Generate a formal invitation to a disciplinary hearing

🏢 Company & Employee Details

📋 Allegations & Evidence

Specific allegations to be addressed at the hearing

Evidence that will be referred to at the hearing

Any other relevant information (optional)

📅 Hearing Details

All workers have a statutory right to be accompanied at a disciplinary hearing under Section 10, Employment Relations Act 1999. This applies regardless of seniority or role.

⚠️ Verbal Warning Outcome

Generate a verbal warning letter after a disciplinary hearing

🏢 Company & Employee Details

📋 Outcome Details

Typically 5-10 working days

How long the warning remains active

Summary of the misconduct found

Details of the decision made

Specific improvements required

Support to help the employee improve

📄 Written Warning Outcome

Generate a written warning letter after a disciplinary hearing

🏢 Company & Employee Details

📋 Outcome Details

Typically 5-10 working days

How long the warning remains active

Summary of the misconduct found

Details of the decision made

Specific improvements required

Support to help the employee improve

When will the first review meeting be held?

🔴 Final Written Warning Outcome

Generate a final written warning letter after a disciplinary hearing

🏢 Company & Employee Details

📋 Outcome Details

Typically 5-10 working days

How long the final warning remains active

Summary of the serious misconduct found

Details of the decision made

Critical improvements required

Support to help the employee improve

❌ Dismissal Letter

Generate a dismissal letter after a disciplinary hearing

⚠️ Employment Rights Act 2025 — Important Notice

From 1 January 2027, the qualifying period for unfair dismissal claims reduces from two years to six months — meaning employees hired from around July 2026 onwards will gain protection sooner. The statutory cap on unfair dismissal compensation is also removed from the same date. Ensure your disciplinary procedure is fully ACAS Code-compliant before dismissing any employee. Consider seeking HR or legal advice for dismissals on or after 1 January 2027. What's changing under the Employment Rights Act 2025 →

✓ Existing customers receive all template updates free — no subscription needed. Access your updated templates →

🏢 Company & Employee Details

📋 Dismissal Details

Typically 5-10 working days

Detailed reasons for termination

Summary of the dismissal decision

Only select 'Immediate' for genuine gross misconduct (theft, violence, serious insubordination). For dismissal following progressive warnings, use notice period or PILON.

Leave blank if immediate dismissal

Date employment ends (for notice period/PILON options)

Details of final payment arrangements

From 1 January 2027, the unfair dismissal qualifying period reduces to six months. If this dismissal occurs during your company's own contractual probationary period, select Yes.

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