Adam Frankel
General Counsel ยท Technology & AI
15+ years as General Counsel to technology, cloud & AI companies
Free dismissal letters
Letting someone go? Do it fairly, and properly.
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GitLaw walks you through a fair process and drafts every letter it needs: Acas-compliant in the UK, state-aware in the US. Free.
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The fair process
The Acas-shaped path, every letter drafted for you.
A UK dismissal is a sequence, not a letter: invite โ hearing โ outcome โ appeal. Skip a step and a tribunal can uplift compensation by up to 25%. GitLaw drafts each one, in order.
Sample
Example Company3rd Floor, 18 Charter Street, Manchester M1 4FT
[email protected] ยท 0161 496 0733
26 October 2026
Private & confidential [Employee Name], Account Manager
Re: Invitation to a disciplinary hearing
Dear [Employee Name], I am writing to invite you to a disciplinary hearing on 2 November 2026 at 10:00 in the first-floor meeting room. The hearing will consider the following allegation: repeated failure to meet agreed client deadlines during May and June, despite the support plan we agreed together. Copies of the evidence we will rely on, the client correspondence and the notes of our earlier conversations, are enclosed with this letter. You have the right to be accompanied at the hearing by a colleague or a trade union representative. Please tell me before the hearing who will accompany you, or if the time causes difficulty. Please be aware that one possible outcome of the hearing is dismissal, although no decision has been made and none will be made until you have had a full opportunity to respond. If you have any questions about this letter or the process, please ask me before the hearing.
Yours sincerely,Priya ShahPriya ShahDirector, Example Company
Sample
Hearing checklist
Disciplinary hearing: [Employee Name], Account Manager Scheduled: 2 November 2026, 10:00 ยท Chair: Priya Shah ยท Companion: to be confirmed Run the hearing fairly, the Acas Code in practice: โ Open by confirming the allegation and the possible outcomes โ Present the evidence, everything [Employee Name] has already received in writing โ Let [Employee Name] respond fully: their side, their evidence, their witnesses โ Companion rights: a colleague or trade union rep may address the hearing and confer with [Employee Name], but not answer questions for them โ Adjourn before deciding, never announce the outcome in the room โ Keep a written record of who said what After the adjournment, GitLaw drafts the outcome letter for whichever decision you reach, no action, a warning, or dismissal (step 3).
Sample
Example Company3rd Floor, 18 Charter Street, Manchester M1 4FT
[email protected] ยท 0161 496 0733
26 October 2026
Private & confidential [Employee Name], Account Manager
Re: Outcome of your disciplinary hearing
Dear [Employee Name], I am writing to confirm the outcome of your disciplinary hearing held on 2 November 2026, which you attended with your companion. Having considered the evidence and your responses carefully, the decision is that you are dismissed, with notice, on the ground of conduct: the repeated failure to meet agreed client deadlines set out in the invitation letter, which earlier warnings and support have not resolved. You are entitled to four weeks' notice under your contract. Your employment will end on the expiry of that notice; you will be paid to that date, together with any accrued but untaken holiday. You have the right to appeal this decision. If you wish to appeal, write to me within 7 days of receiving this letter, setting out your grounds. The appeal will be heard by someone not previously involved in this matter. Thank you for the contributions you have made during your employment.
Yours sincerely,Priya ShahPriya ShahDirector, Example Company
Sample
Example Company3rd Floor, 18 Charter Street, Manchester M1 4FT
[email protected] ยท 0161 496 0733
26 October 2026
Private & confidential [Employee Name], Account Manager
Re: Outcome of your appeal
Dear [Employee Name], Thank you for attending your appeal hearing. Your appeal against the decision to dismiss you was heard by a manager not previously involved in the matter, and I am writing to confirm the outcome. We considered each of your grounds of appeal: the weight given to the client's late change requests, and whether the support plan gave you a fair opportunity to improve. Having reviewed the evidence and the notes of both hearings, the decision to dismiss is upheld, for the reasons set out in the enclosed note. This decision is final and there is no further right of appeal under our procedure. Your employment will end on the date previously confirmed, with pay and accrued holiday to that date. We will provide a factual reference on request, and your P45 will follow with your final payslip.
Yours sincerely,Priya ShahPriya ShahDirector, Example Company
Previewing for [Employee Name], Account Manager ยท misconduct track (UK)
What a dismissal has to get right
From 1 January 2027, UK employees can claim unfair dismissal after 6 months' service instead of 2 years, a fair, documented process is about to matter for almost every hire. In the US, at-will doesn't mean paperwork-free: final-pay deadlines and notice duties vary by state. Process is your protection.
25%tribunal uplift for unreasonably ignoring the Acas Code
6 monthsunfair-dismissal qualifying period from 1 Jan 2027, down from 2 years
1 week/yearUK statutory minimum notice per year served (max 12 weeks)
Acas Code of Practice; Employment Rights Act 2025 (business.gov.uk); Employment Rights Act 1996 s.86
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How it works
1
Describe the situation
The role, what happened, and where you are: GitLaw maps the right track: misconduct, capability, redundancy or an agreed exit.
2
Follow the process, letter by letter
UK: the Acas-shaped sequence, invite, hearing, outcome, appeal. US: a state-aware exit kit, termination letter plus a compliant severance agreement.
3
Keep the record
Every letter, note and deadline stays organised in your workspace, the documentation that protects you if the decision is ever challenged.
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Adam Frankel
General Counsel ยท Technology & AI
15+ years as General Counsel to technology, cloud & AI companies
Juliana Calil
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20+ years in-house at Google, Intel, Disney and Looker
Adam Wardel
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Cross-jurisdictional M&A and SaaS contracting across the UK, US & Australia
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CRO & General Counsel ยท SaaS
Former President of the ACC's 2,200-attorney Chicago Chapter ยท JD + Kellogg MBA
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Regulatory strategy, AI governance & data protection for fintech and AI
Steven J. Shanker
Partner and Chair of Corporate and Employment Law
25+ years as a corporate & employment attorney in New York
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The right process, every letter drafted, every deadline tracked. Free.
GitLaw drafts with trusted templates from its library
Browse all templatesFrequently asked questions
Today the general unfair-dismissal right needs 2 years' service, which gives employers more latitude early on, but day-one claims (discrimination, whistleblowing, asserting statutory rights) have no service requirement. And from 1 January 2027 the Employment Rights Act 2025 cuts the qualifying period to 6 months and removes the cap on compensatory awards. Run a fair process regardless of tenure, it's about to matter for almost everyone.
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