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View full libraryThis Termination of Employment Following Previous Warnings Letter confirms dismissal where an employee has committed further misconduct or failed to achieve the required standard after previous disciplinary warnings. It records the previous warnings, latest concerns, decision to dismiss, notice arrangements and right of appeal.
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<p>If you are managing a disciplinary process, the toolkit brings together practical HR templates covering investigations, hearings, warnings, appeals and outcomes.</p>
[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 regarding [misconduct / unsatisfactory performance] relating to [brief description of latest issue].
I have now considered the evidence available, the matters discussed during the disciplinary process, your response at the hearing and your previous disciplinary record.
I am writing to confirm that the outcome of the disciplinary process is that your employment with [Company Name] will terminate on the basis set out below.
Previous disciplinary warnings
The following previous disciplinary warning(s) were taken into account when considering the outcome:
| Date | Warning | Issue / required improvement |
| [Date] | [First / Final Written Warning] | [Details] |
| [Date] | [First / Final Written Warning] | [Details] |
These warnings were considered because [explain why the previous warnings remain relevant to the current decision and confirm
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This letter provides a formal written record of dismissal following further misconduct or insufficient improvement where the employee has already received previous disciplinary warnings. It is designed for situations where the disciplinary process has been followed and dismissal has been decided as the appropriate outcome.
The letter provides space to identify relevant previous warnings, their dates, the issues they concerned and the standards or improvements required. This helps explain how the current decision relates to the employee's previous disciplinary record.
The most recent misconduct or performance issue should be described clearly and factually. The letter should explain the employee's response and the findings reached following the latest disciplinary process.
The letter explains why dismissal has been considered reasonable and proportionate in the circumstances, taking account of the latest issue, previous warnings, the employee's response and any relevant mitigation.
The letter confirms the termination date and whether the employee will work their notice or receive payment in lieu where the employment contract and circumstances permit. It also provides space to confirm final pay and outstanding holiday arrangements.
The employee is given a clear opportunity to appeal the dismissal. The appeal should be handled impartially and, where reasonably practicable, by someone who was not involved in the original decision.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Termination of employment following previous warnings letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
This Disciplinary Decision Scoring Matrix provides a structured framework for assessing the relevant factors when deciding a disciplinary outcome.
Challenge a dismissal decision formally with a structured appeal letter that explains the grounds for appeal, identifies relevant evidence and requests a review of the employer's decision.
Use these best practice actions, recommended timescales and process stages to understand when and how the Termination of employment following previous warnings 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.
Yes. Dismissal can be an appropriate disciplinary outcome where further misconduct occurs or the required improvement has not been achieved following previous warnings. The employer should still consider the latest circumstances fairly and follow an appropriate procedure.
No. A final written warning normally explains that further misconduct or failure to improve may result in dismissal. If a further issue arises, the employer should consider the circumstances and follow the appropriate disciplinary process before deciding the outcome.
This depends on the employer's disciplinary procedure and the circumstances. The employer should check whether the warning remains current and whether it is relevant to the latest matter rather than automatically relying on historical warnings.
Where dismissal is being considered because of further misconduct or failure to improve, the employee should normally be given a fair opportunity to respond to the latest concerns before the dismissal decision is made.
Normally, yes, unless there is a lawful basis for summary dismissal, such as established gross misconduct where the circumstances justify dismissal without notice. The employment contract and applicable law should be checked when determining the notice arrangements.
HRDocBox provides structured, UK-focused HR templates designed around practical employment processes and current Acas and employment law 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 Termination of employment following previous warnings 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 disciplinary 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."
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