Discipline and Grievance

All employers at some point in time will need to deal with a disciplinary matter, such as:

Giving an employee an informal warning (e.g. for poor performance or behaviour & conduct) Issuing a formal disciplinary warning (e.g. verbal, written and final written warnings) Dismissal of an employee for a disciplinary offence (e.g. dismissal after warnings or gross misconduct dismissal) Dealing with a disciplinary appeal

• Expand the disciplinary procedure overview flowchart

Staff may also have a grievance about their employment, pay and conditions, or want to raise a complaint about another employee, all of which will need to be resolved. (Many grievances can be resolved informally, however, sometimes employees decide to take their grievances one stage further and raise a formal grievance, which they are legally entitled to do).

Employers need to address all disciplinary, dismissal, grievance and appeal matters in an appropriate manner and treat all employees on a fair and equal basis. All disciplinary and grievance actions must also be undertaken in accordance with UK Disciplinary and Dismissal Procedural Regulations (DDP) to avoid possible unfair or discriminating treatment.

Most Popular Letters and Forms

Disciplinary Hearing Invitations
Invite employees to informal or formal disciplinary meetings and comply with legal requirements.
Verbal Warning Confirmation
Communicate a verbal warning to an employee and improvements required.
Written Warning Letter
Communicate and document a written warning to an employee.
Dismissal for Gross Misconduct
Dismiss an employee for gross misconduct (disciplinary dismissal without notice)
Grievance hearing outcome letter

Our documents within both the discipline and grievance sections are aimed at helping an employer manage minor and major lapses in performance or conduct, and handle grievances raised during employment, including:

• communicating poor performance concerns (e.g. informal disciplinary action)
• addressing minor discipline matters (e.g. formal verbal and written action)
• dealing with gross misconduct issues (e.g. suspension and dismissal)
• issuing disciplinary warnings (verbal, written and dismissal)
• handling employee grievances
• providing employees with the right of appeal
• conducting appeals against disciplinary and grievance decisions
• reaching satisfactory conclusions in discipline and grievance situations