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Employment Rights Act 1996: Primary legislation establishing fair dismissal rights, procedures, and protections. Sets out the legal framework for handling dismissals and defines what constitutes unfair dismissal.

ACAS Code of Practice: Provides essential guidance on fair disciplinary procedures. Non-compliance can result in up to 25% increase in tribunal compensation. Outlines requirements for proper warnings and investigations.

Equality Act 2010: Protects against discrimination and requires consideration of potential disabilities. Employers must consider reasonable adjustments if sleeping is related to a medical condition or disability.

Human Rights Act 1998: Ensures fundamental rights including fair treatment and respect for private life. Requires procedural fairness in employment decisions.

Working Time Regulations 1998: Governs working hours, rest breaks, and maximum weekly working time. Relevant when considering if sleeping incidents relate to working pattern violations.

Company Policies: Internal disciplinary procedures and workplace rules that must be followed during termination process.

Employment Contract: Contains specific terms and conditions relating to conduct, discipline, and termination procedures that must be adhered to.

Collective Agreements: Any existing agreements with unions or worker representatives that may affect disciplinary procedures.

Prior Warning Requirements: Unless classified as gross misconduct, proper warning procedures must be followed before termination.

Medical Consideration Requirement: Obligation to consider and investigate any potential medical conditions that might explain or contribute to the sleeping incident.