Can an employer dismiss someone without a warning?

In most situations, dismissing an employee without any prior warnings will be considered unfair by an employment tribunal. The principle of progressive discipline — moving from informal action to formal warnings before reaching dismissal — is fundamental to UK employment law. However, there is one important exception.

Gross Misconduct — The Exception

An employer can dismiss without notice or prior warnings where the employee has committed gross misconduct — behaviour so serious that it fundamentally destroys the employment relationship. Examples include theft, fraud, violence, serious insubordination, and gross negligence.

However, even in gross misconduct cases, a fair procedure must still be followed:

• A thorough investigation must take place
• The employee must be informed of the allegations in writing
• A disciplinary hearing must be held
• The employee must have the right to respond and be accompanied
• An appeal must be offered

Skipping these steps — even when the misconduct is clear — is a common reason employers lose tribunal cases.

Progressive Discipline for Other Issues

For conduct issues that do not amount to gross misconduct, the expected approach is:

1. Informal discussion — address the issue verbally and give the employee a chance to improve
2. First written warning — if the issue persists, issue a formal warning with clear expectations and a review period
3. Final written warning — if there is no improvement, issue a final warning making clear that further issues may lead to dismissal
4. Dismissal — as a last resort, after all other steps have been exhausted

Performance Issues

For capability or performance issues (as opposed to conduct), the threshold is even higher. Employers are expected to:

• Clearly identify the performance shortfall
• Provide support, training, and reasonable time to improve
• Set measurable targets and review them
• Issue warnings only if improvement is not forthcoming despite support

During Probation

While a probationary period may allow for shorter notice and a less formal process, dismissing without any warning or discussion — even during probation — carries risk, particularly for discrimination and automatically unfair dismissal claims.

Before dismissing any employee, get advice. Our disciplinary support service ensures you follow the right process. Call us today.

Sources

• GOV.UK — Dismissal: Your Rights
• ACAS Code of Practice on Disciplinary and Grievance Procedures
• Employment Rights Act 1996

What's Changing in 2026–27

Updated August 2026: Under the Employment Rights Act, from October 2026 the time limit for bringing most tribunal claims doubles from 3 months to 6 months. From January 2027, employees will need only 6 months' service — down from 2 years — to claim ordinary unfair dismissal, and the compensatory award cap (£123,543 from 6 April 2026) is removed entirely. The pressure is already visible: employment tribunals received 50,000 new claims between January and March 2026, up 39% on the previous year (MoJ tribunal statistics), with 64,000 single claims waiting at the end of March 2026. Getting the process right first time has never mattered more.