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If an employee is sacked in the heat of the moment, send this model dismissal withdrawal letter to ask them to return to work so that any issues can be resolved.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
We are writing to you following the incident on [date] when you left work after an argument with [name of individual/your manager].
We are aware that feelings were running high at the time. Now that there has been some time for
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A heat of the moment dismissal withdrawal letter is issued to an employee who has been dismissed from their job due to some immediate reaction or impulse by the employer, and the employer wishes to retract the dismissal decision. The letter is typically written in response to a situation where the employer may have acted impulsively or without proper consideration, resulting in a wrongful dismissal of the employee.
The letter usually includes an apology for the hasty decision and offers to reinstate the employee's job, either immediately or after a certain period of time. The letter may also include an explanation of the circumstances that led to the dismissal and how the employer plans to rectify the situation.
It's important to note that while such a letter may provide a pathway for an employee to be reinstated, it does not necessarily guarantee job security or protection from future disciplinary actions or dismissals.
Fairness: The withdrawal letter should aim to rectify an unfair dismissal decision made in the heat of the moment, and ensure that the employee is being treated fairly in accordance with the law.
Discrimination: Employers must avoid any discriminatory behaviour or language when communicating with the employee, or they could be in breach of discrimination legislation.
Notice period: Employers must provide employees with the correct notice period as set out in their employment contract or statutory notice periods, even if the employee was dismissed in the heat of the moment.
Reinstatement: If the employer is offering to reinstate the employee, they must ensure that the employee is reinstated in the same or similar role, with the same pay and benefits as they had before the dismissal.
Written communication: Employers should provide the withdrawal letter in writing, and ensure that it clearly explains the reason for the dismissal and the reasons for the withdrawal of the decision.
Grievance procedure: Employers should follow their grievance procedure if the employee raises any concerns or issues regarding the withdrawal of the dismissal decision, and investigate any grievances raised in a fair and timely manner.
ACAS Code of Practice: Employers should follow the ACAS Code of Practice on disciplinary and grievance procedures when dealing with any disciplinary or dismissal issues, including the withdrawal of a dismissal decision.
Clear and unambiguous words of dismissal said by a manager to an employee will constitute a dismissal, provided the latter was entitled to assume that the dismissal decision was unambiguous.
The employment contract often specifies that notice of termination by either party must be in writing. This can provide a useful safeguard against disputes that arise from heat of the moment resignations or dismissals.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Heat of the moment dismissal withdrawal letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
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 processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"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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