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Disciplinary Procedures

When an employer needs to address the performance or inappropriate behaviour of an employee, a disciplinary procedure is often used. The disciplinary process must be fair, transparent, and follow a predetermined format, such as:

Our guide to dealing with disciplinary and grievance with an employee

For any employer, handling disciplinary and grievance matters can be difficult. However, an organised strategy can help in resolving issues quickly and preserving a productive workplace. Our advice:

Keep in mind that settling disciplinary and grievance concerns involves more than just finding a solution to the current situation. Additionally, it’s about building a healthy, effective workplace and upholding mutual respect and trust with all of your employees.

Frequently Asked Questions

What is the purpose of disciplinary procedures in the workplace?

Disciplinary procedures are established to address and resolve issues of employee misconduct or poor performance in a fair and consistent manner. They aim to provide a framework for addressing problems and helping employees improve.

What is a grievance procedure, and when should I use it?

A grievance procedure is a formal process for employees to raise concerns, complaints, or disputes related to their employment. It should be used when an employee has an issue that cannot be resolved informally with their manager or supervisor.

Are there any legal requirements for implementing disciplinary and grievance procedures?

In many countries, there are legal requirements or guidelines for employers to have fair and transparent disciplinary and grievance procedures in place. It’s important to ensure compliance with relevant labour laws.

How should I initiate a disciplinary process for an employee?

Disciplinary procedures typically start with a formal meeting or discussion with the employee to inform them of the issue, provide evidence, and allow them to respond. The procedure should be clearly outlined in your company’s policy.

Can an employee appeal a disciplinary decision?

Yes, employees usually have the right to appeal a disciplinary decision if they believe it is unfair or unjust. Employers should provide a clear process for lodging an appeal and have a different manager review the case.

What should be included in a grievance policy?

A grievance policy should outline how employees can raise grievances, the steps involved, who to contact, and the expected timeline for resolution. It should also specify confidentiality and non-retaliation provisions.

How can employers ensure a fair and unbiased disciplinary process?

To ensure fairness, employers should follow established procedures consistently, provide clear documentation, allow employees to have a representative present and base decisions on facts and evidence rather than personal bias.

Upcoming Events & HR Training for Employers

As experienced HR Advisors and Employment Law solicitors we see first-hand how HR issues can affect both the employee and the employer.

Our training is very well received by attendees and is delivered by lawyers and HR advisors, with combined knowledge and expertise, in a practical way which works for your business.

Bhayani Law clients and charities get discounts on our training and some of our training is available at discounted rates with public funding between 40-100%.

Our events allow you to meet other businesses and build your connections, so do book if you want to come along.

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