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Meeting commenced at 14:00 with attendees: John Doe (Employee), Sarah Smith (HR Manager), Michael Brown (Line Manager).
[40-50]"I never received any prior warnings about my performance."
[80-95]"performance levels were consistently unacceptable over the past 6 months"
[130-140]"No written performance management policy was provided to the employee at the start of employment."
Meeting concluded at 15:30. Employee was advised that a formal written warning would be issued within 5 working days.
Employee claim conflicts with documented evidence.
Employers must provide clear written policies and warnings before disciplinary action.
Include this in your ET1 claim as evidence of procedural unfairness.
This is the end of the journey. A complete, solicitor-ready case file that auto-builds as you upload evidence.
Every document you upload updates the Executive Summary, refines the Chronological Timeline, and strengthens the Pattern Analysis.
It's a living document. As your case evolves, so does the brief. When you're ready, download it as a PDF and hand it to your solicitor. They'll have everything they need to represent you effectively.
All sections complete. Hyperlinked citations included.
This case concerns the unfair dismissal of John Doe by Acme Corp Ltd on 15 February 2024. The claimant was employed as a Senior Developer from January 2022 until termination.
Our analysis has identified 12 procedural failures and 3 contradictions in the employer's account. The evidence strongly suggests the dismissal was both procedurally unfair and substantively unjustified.
Initial performance concern raised by Line Manager. No prior written warnings on file.
HR Meeting. Employee denied receiving prior warnings. Contradiction detected with manager's later statement.
Termination letter issued. No appeal process offered (ACAS Code breach).
Employer failed to provide written warnings before dismissal, violating ACAS Code of Practice Section 2.1.
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