A disciplinary invite letter is imperitive to your organisation as current Employment Legislation dictates that a disciplinary procedure must be followed. The disciplinary invite letter is the letter you would send to an employee inviting them to a disciplinary hearing, following the company disciplinary procedure. This disciplinary invite letter explains the employee rights in preparation for the disciplinary meeting. You must give the employee adequate notice of the disciplinary hearing, ideally a minimum of 24 hours.

To hold a disciplinary meeting with an employee who is currently suspended from work, you should issue them with the Disciplinary Invite Whilst On Suspension Letter. You should also give the employee adequate notice of meeting, ideally a minimum of 24 hours notice, this will ensure that you are adhering to current Employment Legislation.

The disciplinary outcome letter is to confirm a verbal or written warning which has been issued to an employee under the company disciplinary procedure. The disciplinary outcome letter informs them of the decision made, and what improvements you expect going forward. A copy of the disciplinary outcome letter should always be kept in the employee's personnel file for future reference.

Dismissal via disciplinary should always be confirmed in a formal letter. This Dismissal Via Disciplinary letter explains in detail the reason the employee has been dismissed and informs the employee of their statutory right of appeal.

Investigatory meetings are usually held to collate facts and evidence which can be utilised in a disciplinary hearing. When carrying out your investigations you should always ensure these are completed via the formal route, and invite employees to an investigatory meeting by letter.

If an employee does not attend their disciplinary meeting, the employer is entitled to make a decision on the outcome in their absence. The Outcome to Disciplinary Not Attended letter explains the outcome that has been reached and the reasons for doing so, and also informs them of their statutory right to appeal. The Outcome to Disciplinary Not Attended letter should be posted by recorded delivery to the employee if they are not present in the workplace.

When an employee has been dismissed for gross misconduct it must be confirmed to them in writing. This Summary Dismissal letter details to the employee the reasons which have led to this decision, and also explains the process regarding returning company property etc.

If you have suspended an employee from work you should confirm it in writing to them. This Suspension letter confirms the detail of the suspension from work pending an investigation into gross misconduct.