For Business

Disciplinary and Grievance Procedures

Disciplinary and Grievance Procedures

Dealing with employee issues can be time consuming and costly for a business. They need to be dealt with efficiently to minimise disruption to the business. We can advise on whether we think employment tribunal proceedings are likely to ensue and on steps which you could take to mitigate those risks.

How should we deal with a disciplinary issue?

In relation to disciplinary matters, we can advise you on all aspects of the disciplinary process including but not limited to suspension, compliance with the ACAS Code of Practice on Disciplinary and Grievance Procedures, identifying lines of enquiry, possible sanctions, the employee’s right to be accompanied and appeals and draft any correspondence including invitations to meetings.

What should I do if an employee raises a grievance?

In relation to grievance matters, it is important to try and resolve complaints quickly to prevent them escalating and to minimise the risk of employment tribunal claims. We can advise on all aspects of the grievance process including but not limited to identifying lines of enquiry, possible sanctions, the employee’s right to be accompanied and appeals and draft any correspondence to seek to protect you, to the extent possible.

Should I have a grievance or disciplinary policy?

In addition to helping with the day-to-day conduct of procedures, we can provide bespoke policies to help streamline the process and enable you to deal with the procedures in a consistent and confident manner.

 

You're fired! - have you been unfairly dismissed?

Emily Yeardley
  • Posted
  • Author

When an employee is dismissed from their employment, it is natural for that person to feel as if they have been treated unfairly. An employer is entitled to dismiss an employee provided they can show that the reason for the dismissal was one of five...

Was covert recording by employee 'misconduct'?

Emily Yeardley
  • Posted
  • Author

The advent of smartphones means that it could not be easier to make an audio recording of an internal meeting without the other party’s knowledge. Employees may feel confused and vulnerable and want the protection of recording exactly what the...