Facing summary dismissal over alleged misconduct? Here's what your employer actually needs to prove.
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Summary dismissal, being let go without notice, is only justified for serious misconduct, a genuinely high bar. If you're currently being investigated and summary dismissal has been raised as a possible outcome, this is the moment to get advice, before the decision is finalised.
What your employer generally needs
- A genuine, evidence-based reason, serious misconduct, not a minor issue dressed up as one.
- A real investigation, not a decision made before you've had a chance to respond.
- Proportionality, the outcome should fit what actually happened.
If you've already been dismissed, our dedicated page on being dismissed for serious misconduct covers what happens next. If you're still mid-investigation, tell us where things stand and we'll help you respond before any decision is made.
Common questions
It should be, that's the legal justification for skipping notice. Employers sometimes get this wrong, dismissing summarily for conduct that isn't actually serious enough, which is itself worth challenging.
See our dedicated page on being dismissed for serious misconduct for what to do next, this page is about the investigation stage before that decision is made.
Get in touch
Tell us what's happened and we'll connect you with the right employment lawyer or adviser.
Tell us what happened
Takes about two minutes. No long intake form, the detail comes later, once a real adviser is involved.