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If discussions further to consultation have not resulted in an agreement, issue this model letter template to terminate the employee and offer re-engagement on the new terms.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
We write to confirm that, as a result of our meeting with you on [date] and our failure to reach an agreement with you regarding a proposed contract variation by [date of deadline set to reach agreement], it has unfortunately become necessary to terminate your employment contract and make you an offer of re-engagement on new terms.
With the exception of [describe the specific terms of
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When an employer needs to make contractual modifications to an employee's terms and conditions, they should always do so after consulting and agreeing with the employee(s).
Employers might occasionally be justified in unilaterally modifying workers' terms and conditions by terminating their contracts and re-hiring them on new terms and conditions under extreme situations, when there are legitimate and compelling business demands and agreement cannot be achieved.
'Fire and rehire' procedures should be used only as a last resort if revisions to employment contracts are critical and voluntary agreement is not available.
Check which resources should be implemeted before and/or after the Dismissal and re-engagement letter template, to understand the workflow.
Our Dismissal and Re-Engagement Proposal Letter Template assists in proposing changes while complying with UK employment regulations.
Our dismissal appeal letter template can help you formally challenge your dismissal.
This Dismissal and re-engagement letter template incorporates relevant UK laws and HR standards, including those listed below:
Employment Contracts: The employment contract should be reviewed to ensure that the dismissal and re-engagement are in compliance with the terms of the contract. Employers must ensure that they have a legitimate reason for dismissing and re-engaging the employee and that they have followed a fair and reasonable process.
Notice Periods: Employers should give the employee sufficient notice of the termination of their current contract and the offer of a new contract. The notice period should be in accordance with the terms of the employment contract and any statutory requirements.
Consultation: Employers must consult with the employee and any relevant trade unions or employee representatives before issuing a Dismissal and re-engagement letter. This consultation should involve discussing the reasons for the dismissal and the offer of a new contract.
Fairness and Objectivity: Employers must ensure that the decision to dismiss and re-engage an employee is fair and objective, and that the employee has been given sufficient feedback, support, and guidance to meet the required standards.
Discrimination Law: Employers must ensure that the decision to dismiss and re-engage an employee is not discriminatory in any way. This means that the decision must not be based on the employee's race, gender, age, disability, religion, sexual orientation or any other protected characteristic.
Payment and Entitlements: Employers must ensure that they comply with any contractual entitlements or legal obligations when dismissing and re-engaging an employee. This may include payment in lieu of notice or any other entitlements under the employment contract or relevant legislation.
Right to Appeal: Employees have the right to appeal any decision to dismiss and re-engage them. Employers should have a process in place for employees to raise any concerns they may have and for these concerns to be addressed.
Documentation: Employers should keep detailed records of the dismissal and re-engagement process, including any feedback, support, and guidance provided, and any performance issues that arose. This documentation may be useful in the event of an appeal or a claim for unfair dismissal.
Yes. The Dismissal and re-engagement letter template is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
Absolutely. As with the Dismissal and re-engagement letter template, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Yes, we highlight the areas of the Dismissal and re-engagement letter template 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 the Dismissal and re-engagement letter template instantly. Templates are provided in editable Word or Excel format 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 Dismissal and re-engagement 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.
The risk of using a free AI-generated template 'without review' includes your legal exposure, missing context, and no awareness of the wider process, whereas purchasing the Dismissal and re-engagement letter template from us mitigates that risk.
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