Dismissal after performance improvement hearing confirmation letter
Our Dismissal After Performance Improvement Hearing Confirmation Letter template formally confirms the decision, maintaining professionalism and outlining the terms of dismissal.
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What is a Dismissal after performance improvement hearing confirmation letter?
A Dismissal after Performance Improvement Hearing letter is a formal written communication from an employer to an employee, informing them that their employment is being terminated due to ongoing performance issues, following a performance improvement hearing.
The letter typically outlines the reasons for the decision, including the specific performance issues that have not been satisfactorily addressed despite the employee being given the opportunity to improve. It may also include details of any warnings or feedback that have been given to the employee during the performance improvement process.
The letter should also confirm the date on which the employment will be terminated, and any outstanding entitlements, such as pay in lieu of notice or severance pay. It should also provide information on any right to appeal the decision, and the process for doing so.
The purpose of the letter is to ensure that the employee understands the reasons for the decision and to provide a clear record of the decision and the process followed. It is important that the letter is written in a clear and concise manner, and that all relevant legal requirements have been met.
As soon as reasonably possible after the performamce review meeting has taken place
The Employer (you) to the Employee
Great Britain & NI (United Kingdom), Worldwide
What legislation and best practice guidelines have been taken into account in the development of this template?
An employer can dismiss an employee fairly if they have given the employee reasonable opportunities and support to improve their performance, but the employee has not shown sufficient improvement.
Before dismissing an employee for performance-related reasons, it is important to follow a fair and reasonable procedure. This includes giving the employee clear and specific feedback on their performance, setting out the standards they are expected to meet, and providing them with support and training to help them improve.
It is also important to give the employee sufficient time to improve their performance, and to document any performance concerns and discussions in writing. If the employee is still not meeting the required standards, the employer may need to consider formal disciplinary action, such as issuing warnings, before proceeding with dismissal.
When considering dismissal for performance-related reasons, it is important to ensure that the decision is reasonable, proportionate, and consistent with the employer's policies and procedures. The employer should also take into account any mitigating circumstances, such as the employee's length of service, their disciplinary record, and any personal or health issues that may be affecting their performance.
If an employer dismisses an employee for performance-related reasons without following a fair and reasonable procedure, or without giving the employee sufficient opportunities and support to improve, the dismissal may be considered unfair and the employee may be able to bring a claim for unfair dismissal.
Other territories
Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.
In which communication or process sequence does this template belong?
Final performance improvement meeting notification letter template
Use this model letter to arrange the final formal performance improvement plan meeting after the second meeting has not led to any progress.
Dismissal appeal letter template
If you wish to appeal against your dismissal, send this model letter template to your previous employer.
