Who it is for
Whoever chaired the disciplinary hearing and now has to confirm the decision in writing.
What it covers
- The allegations, a short factual summary of the hearing, and the finding with reasons.
- Five outcomes to choose from: no further action, a first written warning (six months), a final written warning (12 months), dismissal with or without notice, or an alternative to dismissal.
- The improvement expected, and by when, for warnings.
- Notes on the date a gross misconduct dismissal takes effect (never backdated) and on accrued holiday pay.
- The right of appeal within five working days, with a companion.
The law it reflects
Checked against the law in Great Britain (England, Wales and Scotland) as at 19 October 2026.
- The Acas Code expects the decision, and the reasons for it, in writing, with the right of appeal.
- A dismissal without notice takes effect when the employee is told, not earlier. Holiday accrued but not taken must be paid when employment ends.
- From 1 January 2027, employees can claim ordinary unfair dismissal after six months' service instead of two years, wherever employment ends on or after that date. The cap on the compensatory award goes for the same dismissals. A fair, written process now protects you across far more of your workforce.
- Most employment tribunal claims about something that happened on or after 1 October 2026 must be started within six months (it was three), after Acas early conciliation.
Before you use it
It is a starting point, not legal advice. Fill in the placeholders, set your own timescales, and check it fits how your organisation actually works. Take advice if a case is complex, could involve discrimination, or may end up at a tribunal. Northern Ireland has different rules in several areas.
Need more? See the Disciplinary Process Pack. 16 customised documents: the policy plus leaders' guidance, a decision matrix, an investigation plan, suspension, hearing and outcome letters, and appeals. £79 + VAT, one-off.