Employees taken on after 6 April 2012, need 24 months service to bring a claim for unfair dismissal. Prior to that, it was 12 months.
Assuming that there is nothing mentioned in any contract between you and the employee that you need to follow a certain procedure, the short answer is that you can simply dismiss them giving them the notice in the contract there in the absence of a contract, the statutory notice period for some with less than two years service of 1 week.
You will be liable to give the holiday pay and payment up to the date of termination. You may want to pay them in lieu of notice make greater payment to assist them getting over the shock but there is no obligation to do so.
However, whilst you are able to do that, it is actually better to follow a procedure in line with the ACAS code of practice.
It would avoid complaints or allegations that you are unfair which may affect business if it’s important that you maintain a good reputation locally and it would keep other employees in the future on your side. It’s a procedure that you may want to lay down in your contract of employment. It minimises the chance of any tribunal claim for discrimination anything else.
The best practice is to invite them to a formal meeting and advise them that they can have a union representative colleague with them. If you want, you could actually say that they would be allowed to have a family member or friend from outside work but that choice is yours. The meeting is to “discuss the matter”. You need to give the impression that this is a discussion for you to think about things.
You need to give them the right to respond and even though the end result is going to be that you will probably dismiss them, at least you are seen to have been fair.
It’s as well therefore to have a two meeting process although the meetings can be on the same day, for example, half an hour apart.
If you haven’t already done so, you should have advised the employee throughout the probationary period where things were going wrong and offered training support. It’s just another way of showing how reasonable you are.
Whether you adopt this of course is entirely up to you because you can, if you wished, simply get rid of the employee by giving the notice payment in lieu plus holiday pay of course.
Looking at it from the employees point of view, morally it’s better if you soften the blow a little. You don’t have any duty to do so however.
The situation is completely different once the employer has worked for you for 2 years.
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