What information should a step 1 dismissal letter contain?

Employment tribunals have considered this question, and the result is somewhat surprising. The current position is that the employee should know from the letter what the allegations to be addressed are. However, if there is any ambiguity or uncertainty, the tribunal can look at the wider context to decide whether the employee understood the purpose and proposed content of the meeting before it was held.

As a matter of good practice, employers should make clear within the step 1 letter the allegations and the possibility that dismissal could result. Anything short of this could lead to problems about precisely what the employee did or did not know about the reason for the meeting. In a collective redundancy situation, do we still need to consult individually?

Technically, no. During any collective consultation process, all employees ought to be involved in redundancy discussions through the consultations held between the employer and the employee representatives, and then between the ... more.

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