Our specialist Employment Team is recognised for its work in difficult and complex employment matters.
When things go wrong at work, we’re here to help.
If you have been invited to a disciplinary hearing or meeting, it is likely that your employer is concerned about your conduct, capability, sickness record or any other reason affecting your work.
A disciplinary meeting is held between employee and employer to discuss issues such as:
Depending on the outcome employees have the right to appeal against the decision, usually within a specified time period, in writing. It is likely this would lead to an appeal meeting, where again you have the right to be accompanied by a work colleague or union representative.
The Advisory, Conciliation and Arbitration Service (Acas) code of practice sets out guidelines for handling disciplinary procedures informally. The code itself is not legally binding. However, if the case goes to court, a failure to follow it will be taken into account, potentially adjusting any payouts by up to 25%.
According to the code, an employer should follow several disciplinary steps:
Employers should have a written record of disciplinary rules and procedures to deal with employee conduct and performance, and it must be made available to all staff.
A grievance is a problem, concern or complaint made by an employee to their employer, relating to their employment. You may wish to raise a concern about a particular behaviour, unwanted conduct, situation or changes to the terms and condition of an employment contract.
Grievances are often raised in situations where there is:
We offer a free initial consultation where we can assess your case and tell you your rights, as well as whether your Grievance has been handled in the correct manner by your employer.
To speak to one of our expert Disciplinary and Grievance Solicitors get in touch today.