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View full libraryThis Gross Misconduct or Summary Dismissal for Intoxication Letter confirms the outcome of a disciplinary process where an employee has been found to have attended work or carried out work while intoxicated and the circumstances are considered sufficiently serious to amount to gross misconduct. It records the findings, decision, termination arrangements and right of appeal.
Use this template to:
If you are managing employee dismissal, the toolkit brings together practical HR templates covering investigations, hearings, decisions, outcome letters and appeals.
This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Outcome of disciplinary hearing
Thank you for attending the disciplinary hearing on [date]. The hearing was held to consider concerns that you had attended work and/or carried out work while affected by [alcohol / drugs / another intoxicating substance], contrary to the Company's rules and expectations.
The allegation considered at the hearing was:
[Set out the allegation clearly and factually, including the date, time, location and relevant circumstances.]
I have now considered the investigation findings, the evidence presented, your response at the hearing and any other relevant information.
Investigation and evidence
The evidence considered included:
During the hearing, you explained that [summarise the employee's explanation or response].
I have taken your explanation and any relevant mitigating circumstances into account when reaching my
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This letter provides a formal written record of a disciplinary outcome where an employee has been found to have been intoxicated at work or otherwise affected by alcohol or drugs in circumstances that amount to gross misconduct. It is designed for use after the employer has investigated the circumstances and completed a fair disciplinary process.
The letter provides space to set out what happened, when and where the incident occurred, the evidence considered and any relevant workplace rules or health and safety requirements.
The employee's explanation and any relevant circumstances should be considered before a decision is made. The template records the employee's response and explains how this was taken into account.
The letter explains why the conduct is considered sufficiently serious to amount to gross misconduct, taking account of the organisation's disciplinary rules, the circumstances of the incident and any actual or potential impact on safety, colleagues, customers or the organisation.
Where dismissal without notice has been decided following a fair process, the letter confirms that employment terminates immediately and that no notice or payment in lieu of notice is due, while making clear that other sums properly owed, such as accrued holiday, will still be dealt with.
The letter gives the employee a clear opportunity to appeal the decision. The appeal should be considered impartially and, where reasonably practicable, by someone who was not previously involved in the disciplinary decision.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Gross misconduct or summary dismissal for intoxication letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
The Drug and Alcohol Testing Consent Form provides a clear record of an employee's informed agreement to workplace drug or alcohol testing.
Our dismissal appeal letter template can help you formally challenge your dismissal.
Use these best practice actions, recommended timescales and process stages to understand when and how the Gross misconduct or summary dismissal for intoxication letter should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
No. The employer should consider the organisation's disciplinary rules and the circumstances of the incident. Factors may include the employee's role, safety risks, actual or potential consequences, evidence available and any relevant explanation or mitigating circumstances.
Potentially, where the conduct is established as gross misconduct and summary dismissal is a reasonable outcome following a fair disciplinary process. Dismissal without notice should not be treated as automatic.
Yes. The employer should investigate the circumstances before deciding on dismissal. Observed signs such as smell of alcohol, unsteadiness or unusual behaviour do not necessarily establish the cause of the employee's condition.
The employer should consider the information carefully and determine whether a health or disability issue may be relevant. Depending on the circumstances, occupational health advice or other support may be appropriate. This does not necessarily prevent disciplinary action where misconduct is established.
No. Summary dismissal normally means there is no notice period or notice pay. The employee should still receive other sums properly due, such as unpaid wages and accrued holiday entitlement, subject to lawful deductions.
HRDocBox provides structured, UK-focused HR templates designed around practical employment processes and current Acas, employment law, health and safety and data protection guidance. AI can help adapt wording, but a ready-to-use template provides a consistent starting point and helps ensure key procedural points are covered.
How this content is developed and reviewed
The Gross misconduct or summary dismissal for intoxication letter template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing dismissal HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
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