Disciplinary Proceedings

Disciplinary Proceedings

Disciplinary Proceedings can be a complicated area to get right.

While the position is often easier in respect of employees with under two years’ service, the general obligation is for employers to operate a ‘fair’ procedure.

What is fair will always depend on the circumstances of each case – but if you get it wrong, you could face a costly unfair dismissal claim.

We have many years of experience in advising on disciplinary proceedings. As we also act as tribunal advocates, we can give you a view on how a tribunal would be likely to view your actions and what you need to do to run a ‘fair’ process. As with most areas of law, it is much better to get things right from the start, rather than having to scrabble around for a defence once the claim comes in, so we encourage you to contact us early on.

We also provide training to ensure your managers/HR team are fully competent and confident of complying with the law.

See our guide to conducting disciplinary meetings:

Conducting Disciplinary Meetings

Contact our specialist employment team here for all of your employment needs.

We Advise On:

  • operating a robust process
  • crafting the allegations (often key to having a ‘fair’ process)
  • investigations, including the duties of an investigating officer
  • reluctant witnesses
  • problems cropping up during the process – e.g. sickness absence or grievances during the disciplinary process
  • effective disciplinary Meetings
  • what is a fair decision

What clients say

I found your service 1st class from the very beginning. Very friendly, understanding and very businesslike.


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