Letter inviting employee to disciplinary meeting to discuss allegations of gross misconduct

What is a letter inviting an employee to attend disciplinary meeting to discuss allegations of gross misconduct and when should you use it?

Use this letter to request an employee to attend a formal disciplinary meeting for gross misconduct.

It may be that you have already informed the employee of the allegation against them and suspended the employee pending an investigation.

This letter allows for this.

There are different types of misconduct that describe the various levels of seriousness: general misconduct (poor performance), serious misconduct, and gross misconduct.

‘Gross misconduct’ is far more serious than any other form of employee misconduct.

Generally, examples of what you consider a gross misconduct will be set out in your employee handbook or your disciplinary policy

If an employee does something that is so serious it destroys the employee-employer relationship, you’re able to dismiss them rapidly, without notice and without any pay instead of notice, as long as you follow a proper and fair process of dismissal.

Instant dismissal isn’t actually instant, though.

This kind of dismissal is often called a ‘summary dismissal’, but due to the legal need to still demonstrate a fair dismissal process, it’s rarely literally instant.

When it comes to handling any concerns with an employee’s behaviour you should be consulting your disciplinary policy, which sets out the procedure you should follow regarding any disciplinary matter.

We have a suite of letters which take you through the disciplinary process step by step and you can find these templates in our Employees hub.

You should also check out our step by step guide to handling disciplinary issues with employees.

If you are intending to carry out an investigation, then our step by step guide to carrying out an investigation is a must read.

After the first formal meeting you should issue a first written warning letter to the employee.

This letter should remain on their personnel file for up to 12 months.

Use our Disciplinary first written warning letter about misconduct