Dismissal after performance improvement plan (PIP) hearing confirmation letter template
Our Dismissal After Performance Improvement Hearing Confirmation Letter template formally confirms the decision, maintaining professionalism and outlining the terms of dismissal.
1 page / 218 words
Suitable for use in
Great Britain & Northern Ireland (United Kingdom)
Global (but always check your local legislation)
Dismissal after performance improvement plan (PIP) hearing confirmation letter
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Your dismissal
Following our recent performance improvement hearing on [date], I regret to inform you that we have decided to terminate your employment due to your failure to meet the required standard of performance despite reasonable efforts made to support you.
As we discussed during the hearing, your job performance has fallen below the expected level, and we have made significant efforts to support you to improve. We
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Compliance
This document incorporates relevant UK laws and HR standards, including those listed below:
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.
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.
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Dismissal appeal letter
Our dismissal appeal letter template can help you formally challenge your dismissal.
