Sensitive decisions, handled carefully
Employee dismissal advice that puts fair process first.
When employment may need to end, Dekela helps you assess the reason, understand the risks and follow a reasonable, well-documented process.
Clear, commercially practical HR advice
Case-specific risk assessment Fair process guidance Meeting and letter support Clear records and appeal route
Practical employer support
A valid reason is only one part of a fair dismissal.
UK guidance recognises potentially fair reasons including capability, conduct, redundancy, a legal restriction and some other substantial reasons. The employer must also act reasonably in the circumstances.
That usually means establishing the facts, following the relevant procedure, explaining the potential outcome, listening to the employee and offering an appeal. We help employers slow the process down where necessary and make a decision they can properly explain.
Get advice before dismissing for:
- Conduct or gross misconduct
- Capability or qualifications
- Redundancy situations
- A statutory restriction
- Some other substantial reason
- Complex short-service or protected-rights concerns
A clear route forward
How Dekela supports you.
A proportionate process, tailored to the facts and the needs of your organisation.
- 01
Assess the reason
Confirm the proposed reason and identify protected-rights risks.
- 02
Establish the facts
Carry out a proportionate investigation where appropriate.
- 03
Invite and explain
Set out the concerns, evidence and possible outcome.
- 04
Hear and decide
Consider the employee response before making a decision.
- 05
Confirm and appeal
Document the outcome, notice position and appeal route.
Hands-on help
Careful support before, during and after the decision.
Investigation and evidence planning
Meeting scripts, invitations and outcome letters
Notice, appeal and documentation guidance
Independent fact-finding
Does the situation need a workplace investigation?
A dismissal decision should not be used to fill gaps in the evidence. Where facts are disputed, an appropriate workplace investigation should come before the hearing and decision.
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Common questions
Employee Dismissal Advice questions, answered.
For advice about a live situation, speak to our team in confidence.
What are potentially fair reasons for dismissal?
Government guidance lists capability or conduct, redundancy, a legal restriction and other substantial reasons. The facts and the way the employer handles the process both matter.
Can gross misconduct mean immediate dismissal?
Gross misconduct may justify dismissal without notice, but the employer should still investigate and follow a fair procedure before reaching the decision.
Do we need to offer an appeal?
A fair process should include an opportunity to appeal. The appeal provides a chance to review the procedure, evidence and outcome.
Why take advice before a dismissal?
Dismissal can involve overlapping risks including discrimination, whistleblowing, family leave, notice and contractual rights. Early advice helps identify those issues before an irreversible decision.
Confidential initial conversation
Get clear advice before you take the next step.
Tell us what is happening and we’ll help you choose a fair, practical and commercially sensible route forward.