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 written warning
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

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.

Grievances and Disputes

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).

2009 CIPD report

1 in 10 workers know someone who has been disciplined or dismissed as a result of their behaviour during or after a staff christmas party according to a 2009 CIPD survey.

Fighting, threatening behaviour, sexual harassment and bullying are all cited as the main culprits of too much christmas party frivolity. Post party absenteeism can also give rise to discrimination claims, worker dissatisfaction, gossip and damaged reputations.

Dealing with such occurences and absences is best done under discipline and dismissal procedures.

Employer - Most Popular Letters and Forms

Invitation to a Formal Disciplinary Hearing
Invite employees to formal disciplinary meetings (including for potential dismissal)
Formal Written Warning Letter
Communicate and document a written warning to an employee.
Dismissal After Warnings
Dismiss an employee after previous disciplinary warnings have been issued (dismissal with notice)
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

Employee - Letters and Forms

Letter to Appeal Against Disciplinary Action - For Employees
Letter to Appeal a Grievance Hearing Decision - for employees

Our employee documents within both the discipline and grievance sections are aimed at helping an employee exercise their legal right raise a grievance with their employer (including appealling a grievance hearing decision), and also appeal against a discipline warning decision (including dismissal).

Our employee documents also help employers as they ensure employees raising a grievance or appealling a grievance or discipline decision fully explain their reasons in writing.