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Specifies requirements for fair process, including agreement with a 24 Hour Advice Service, formal meeting, reporting suspicions to the Home Office, and confirming the effective termination date with follow-up written notice. 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If informed verbally immediately after the decision, the template advises following up with a letter confirming the dismissal and referencing the verbal conversation.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},277034,1790004008,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":30,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":22},962084925502,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Employment law update  \nDismissal LetterRestriction to Work in the UK  \nSAMPLE LETTER  \nThis letter must be transferred to your own letterhead, with all optional and personalised information completed.  \nDismissal Letter –  \nRestriction to Work in the UK  \n• Dismissal for a reasonable belief that an employee is not eligible to work in the UK has been shown to be a fair reason for dismissal. It is important to seek guidance from the 24 Hour Advice Service at all stages of the process.  \n• It is a criminal offence to employ someone who you know does not have the right to work in the UK. You can be fined £20,000 in respect of each illegal worker you negligently employ. If you knowingly do so you can be imprisoned and face an unlimited fine.  \n• The law does not expect employers to be experts in detecting forged documents.  \nYou should, however, take reasonable steps to obtain documentation and to scrutinise it. Does the photograph look like the employee? Is any stated date of birth commensurate with his or her appearance?  \n• This letter should only be issued with the express agreement of the 24 Hour Advice Service and should follow a fair process, including a meeting with the employee.  \n• If you suspect one of your workers is working illegally, you should report your suspicions to the Home Office. You can do this by calling the Immigration  \nEnforcement hotline on 0300 123 7000, or online on the [gov.uk](gov.uk) website and you will receive a unique reference number. It is important to do this because, if the worker is found to be illegal, the fact that you have reported your suspicions and co-operated with the Home Office will be used as mitigation to reduce the fine imposed on you if you have failed to undertake the correct recruitment checks.  \n• The effective date of termination (EDT) is the date the employee is made aware of the decision to dismiss them. Therefore, if you let the employee know verbally  \nimmediately after you have made the decision to dismiss, then we can contend that this date is the employment ends. You should follow up the phone call/conversation with a letter to confirm the dismissal, referring to the verbal conversation.  \nSAMPLE LETTER  \nThis letter must be transferred to your own letterhead, with all optional and personalised information completed.  \n(Date)  \nDear [Subject],  \nDespite my repeated requests to you, dated (give dates of verbal and any written requests) you have failed to produce satisfactory evidence of your eligibility to work in the UK.  \nWe therefore invited you to a formal meeting, which you attended on (date) . This meeting was arranged to allow you a final opportunity to produce the satisfactory evidence of your eligibility to work in the UK and to discuss this matter further.  \n*Either  \nFurther to this meeting you have still failed to produce the relevant documentation and consequently have led us to form the reasonable belief that you are not eligible to work in the UK.  \n*Or  \nFurther to this meeting you provided us with (type of paperwork) but I must inform you that it is my reasonable belief that this does not provide adequate evidence of your right to work in the UK.  \nIn view of this I have to inform you that until such time that you can provide satisfactory evidence of your eligibility to work in the UK, you can no longer be employed by us or receive further payments from us. It is with regret that I confirm that your employment is terminated with immediate effect. You are not entitled to notice or pay in lieu of notice.  \nYou may appeal against my decision and should you wish to do so, you should write to (name, job title) within (number of) days giving the full reasons for your appeal.  \nYours Sincerely  \n[Firstname] [LastName]  \n*delete/amend as appropriate","cbCaijZGbo5fhCL6","https://ap.wps.com/l/cbCaijZGbo5fhCL6","pdf",954532,"English","# SAMPLE LETTER\n## Restriction to Work in the UK\n## Letter Template and Meeting Details\n## Termination Notice and Appeal","[{\"question\":\"What reason justifies dismissal in the template for UK work eligibility?\",\"answer\":\"Dismissal is justified where the employer holds a reasonable belief that the employee is not eligible to work in the UK after failing to produce satisfactory evidence.\"},{\"question\":\"What legal risk does the employer face for employing someone without the right to work?\",\"answer\":\"Employing someone you know does not have the right to work is a criminal offence, potentially leading to fines, imprisonment, and unlimited fines for knowing offences.\"},{\"question\":\"How is the effective date of termination (EDT) defined and communicated?\",\"answer\":\"EDT is the date the employee is made aware of the dismissal decision. If informed verbally immediately after the decision, the template advises following up with a letter confirming the dismissal and referencing the verbal conversation.\"}]","Dismissal Letter - Restriction to Work in the UK - Sample Letter | PDF",1789497266]