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Learn more about Disciplinary outcome letter

Managing poor performance or misconduct of an employee is simple if you follow proper procedure. Use either a poor performance or misconduct disciplinary outcome letter to confirm that no further action will be taken or to issue an employee a warning or final warning.

In order to avoid the risk of getting taken to an Employment Tribunal, it's important that all the relevant steps in a disciplinary process are communicated to the employee.

Make sure you do things right when disciplining an employee. Create the correct disciplinary outcome letter using our step-by-step interview.

A disciplinary outcome letter will inform the employee that they have a right to appeal. You should send an invitation to an appeal hearing if they decide to do so. They have a right to bring a companion, and you should inform them of that.

According to the ACAS code, an appeal must be conducted impartially and by a manager who was not involved (and more senior) in the previous hearing, if possible. After a decision has been reached it should be confirmed in writing.

For further information read Disciplinary appeals.

These documents are governed by the laws of England, Wales or Scotland.