How to handle gross misconduct dismissals
Author: Claire Birkinshaw
Click on any of the hyperlinks to go to more detailed guidance below.
- Be aware that gross misconduct is a potentially fair reason for dismissal, provided that you have a genuine belief on reasonable grounds and after reasonable investigation that the employee is guilty of the misconduct.
- Where an allegation is made, look at the list of gross misconduct offences in the employee's contract of employment.
- Act quickly and consider suspending the employee with pay while an investigation is conducted.
- Carry out a detailed and thorough investigation.
- Write to the employee with specific details of the allegations and enclosing copies of the evidence, including witness statements.
- Hold a disciplinary hearing at which the employee has the right to be accompanied.
- Do not assume that police involvement means that nothing can be done about the individual's employment until the criminal proceedings have been completed.
- Consider all the circumstances of the case before reaching any decision to dismiss.
- Notify the employee of the dismissal decision and give them the right of appeal.
- Dismiss without notice or pay in lieu of notice.
- If the employee appeals, hold an appeal hearing.