Poor performance dismissal letter template
Supporting information
If an employee has previously been warned about poor performance but they have not improved, send this model letter to confirm dismissal.
This letter should only be issued after meetings have taken place to discuss the poor performance and that continued poor performance may lead to dismissal.
Poor performance dismissal letter
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
I am writing to confirm the outcome of the performance improvement hearing conducted on [date].
The hearing noted that, despite [describe measures taken to try to secure improved performance from the employee], your performance has still not reached an acceptable level. Specifically, you [describe briefly the respects in which the employee's performance remains below an
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What is this for?
A poor performance dismissal letter is a written document that informs an employee that they are being terminated from their job due to their poor job performance. This type of letter typically includes details regarding the employee's unsatisfactory performance, any attempts made to improve it, and the specific reasons for termination.
The letter may also provide information on the employee's entitlements such as notice period, outstanding payments, and benefits, and how the employee can collect them. The letter should be drafted in a professional and respectful manner and comply with any legal requirements or company policies.
Employment law compliance
Here are some UK employment legislations that are relevant to implementing a poor performance dismissal letter:
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The Employment Rights Act 1996: This act outlines the minimum statutory requirements for employee notice periods and provides guidance on the procedures that employers must follow when dismissing an employee due to poor performance.
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The Equality Act 2010: This act prohibits discrimination in the workplace and requires employers to ensure that their dismissal procedures are fair and do not discriminate against employees based on their age, race, gender, disability, religion, or sexual orientation.
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The ACAS Code of Practice on disciplinary and grievance procedures: This code provides guidance on best practices for employers to follow when managing disciplinary and grievance procedures. The code recommends that employers provide employees with clear and specific reasons for any dismissal due to poor performance and allow employees the opportunity to appeal the decision.
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The Data Protection Act 2018: This act regulates the processing of personal data and requires employers to ensure that any personal data collected during the dismissal process is processed in compliance with data protection principles.
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The Working Time Regulations 1998: These regulations provide guidance on working time, rest breaks, and annual leave entitlements. Employers must ensure that any dismissal procedures do not breach these regulations.
Documentation sequence
Final performance improvement plan (PIP) 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
Our dismissal appeal letter template can help you formally challenge your dismissal.
