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Termination Due To Health Reasons Letter for the United Kingdom

Termination Due To Health Reasons Letter Template for England and Wales

A formal written communication under English and Welsh law that terminates an employee's employment due to health-related reasons. The letter must comply with employment legislation, including the Equality Act 2010 and Employment Rights Act 1996, and should detail the decision-making process, notice period, final payments, and any continuing obligations. It serves as an official record of the termination and the employer's compliance with legal requirements regarding health-related dismissals.

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Termination Due To Health Reasons Letter

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What is a Termination Due To Health Reasons Letter?

A Termination Due To Health Reasons Letter is used when an employer needs to end employment due to an employee's ongoing health condition that prevents them from fulfilling their role, even with reasonable adjustments. Under English and Welsh law, this document must demonstrate compliance with disability discrimination legislation and show that all alternatives have been considered. The letter should document previous discussions, medical evidence considered, and detail the support provided before reaching this decision. It must include specific information about notice periods, final payments, and continuing obligations while maintaining sensitivity to the employee's situation.

What sections should be included in a Termination Due To Health Reasons Letter?

1. Letter Header: Company details, date, and employee's contact information

2. Reference to Previous Communications: Mention of previous discussions, meetings, or correspondence about health issues

3. Statement of Decision: Clear statement of termination decision and effective date

4. Medical Evidence Reference: Reference to medical reports or occupational health assessments

5. Notice Period Details: Information about notice period and final working day

6. Final Payment Information: Details of final salary, outstanding holiday pay, and other entitlements

What sections are optional to include in a Termination Due To Health Reasons Letter?

1. Appeal Rights: Information about right to appeal, when company policy allows this

2. Reference Offer: Statement about providing future employment references

3. Return of Company Property: Instructions for returning company equipment, if applicable

What schedules should be included in a Termination Due To Health Reasons Letter?

1. Final Payment Calculation: Detailed breakdown of final payment including salary, holiday pay, and other entitlements

2. Medical Evidence Summary: Summary of relevant medical reports (if appropriate to include)

3. Company Benefits Summary: Details of any continuing benefits or benefit termination dates

Authors

Alex Denne

Head of Growth (Open Source Law) @ ¶¶Òõ¶ÌÊÓÆµ | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Jurisdiction

England and Wales

Cost

Free to use
Relevant legal definitions












Clauses












Industries

Equality Act 2010: Primary legislation protecting against disability discrimination, requiring reasonable adjustments for disabled employees, and defining disability as a protected characteristic. Critical for ensuring termination process does not discriminate.

Employment Rights Act 1996: Key legislation governing unfair dismissal, fair dismissal procedures, notice periods, and statutory sick pay provisions. Essential for ensuring procedural fairness in health-related terminations.

Access to Medical Reports Act 1988: Regulates the process of obtaining and using medical information in employment contexts, requiring explicit employee consent for medical reports.

GDPR and Data Protection Act 2018: Governs the handling of personal and sensitive health data, requiring proper consent and data protection measures when processing medical information.

Health and Safety at Work Act 1974: Ensures workplace safety obligations are met and may be particularly relevant if the health issues leading to termination are work-related.

Industrial Relations Act 1971: Covers consultation requirements and union member rights, relevant when the employee being terminated is a union member.

Company Policies: Internal policies on sick leave, capability procedures, and termination processes that must be followed alongside statutory requirements.

Employment Contract Terms: Specific contractual provisions relating to illness, incapacity, and termination that must be considered in the termination process.

Occupational Health Assessment Requirements: Requirements for professional medical evaluation and opinion before proceeding with health-related termination.

Duty of Care Obligations: Employer's legal obligation to take reasonable care for the health, safety and wellbeing of employees, including during termination processes.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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