Discipline and grievance procedures

Resources

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  DG01: What legislation covers discipline and grievances at work?

  Details of legislation coverning discipline and grievance procedures.
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  DG02: What regime should an employer follow in a disciplinary or grievance situation?

  The regime an employer should follow in a disciplinary or grievance situation.
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  DG03: What must an employer do to follow the Acas code of practice on disciplinary and grievance procedures?

  What an employer must do to follow the new Acas code of practice on disciplinary and grievance procedures.
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  DG04: What happens if the Acas code of practice on disciplinary and grievance procedures is not followed?

  What happens if the Acas code of practice on disciplinary and grievance procedures is not followed.
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  DG05: What should a dismissal disciplinary and grievance policy and procedure contain?

  What a dismissal, disciplinary and grievance policy and procedure should contain.
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  DG06: Can an employer simply dismiss an employee in cases of gross misconduct?

  Dismissing an employee in cases of gross misconduct.
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  DG07: Which communications should an employer treat as a grievance?

  Communications which an employer should treat as a grievance.
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  DG08: What is the employer's position if an employee fails to attend the meeting fixed by an employer to consider a disciplinary or grievance issue?

  The employer's position if an employee fails to attend the meeting fixed by an employer to consider a disciplinary or grievance issue.
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  DG09: What information should an employer give to an employee before the disciplinary or grievance meeting?

  The information that an employer should give to an employee before the disciplinary or grievance meeting.
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  DG10: What is the role of witnesses and witness statements at a disciplinary or grievance meeting?

  The role of witnesses and witness statements at a disciplinary or grievance meeting.
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  DG11: Can an employer or employee insist that there is an electronic recording of the meetings in disciplinary and grievance procedures?

  Can an employer or employee insist that there is an electronic recording of the meetings in disciplinary and grievance procedures.
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  DG12: What is the role of the companion at the meetings in disciplinary and grievance procedures?

  The role of the companion at the meetings in disciplinary and grievance procedures.
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  DG13: Does a disciplinary procedure have to be followed before issuing oral or written warnings to an employee or suspending them on full pay?

  Whether a disciplinary procedure has to be followed before issuing oral or written warnings to an employee or suspending them on full pay.
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  DG14: If an employer dismisses an employee for an act of gross misconduct and the employee subsequently proves their innocence will the employee automatically succeed in an unfair dismissal claim?

  If an employer dismisses an employee for an act of gross misconduct and the employee subsequently proves their innocence, will the employee automatically succeed in an unfair dismissal claim.
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  DG15: Can an employer take disciplinary action against several employees when they cannot prove which employee committed the conduct in question?

  Taking disciplinary action against several employees when it cannot be proved which employee committed the conduct in question.
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  DG16: How should an employer deal with a complaint of bullying?

  How an employer should deal with a complaint of bullying.
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  DG17: Can employers investigate cases of bullying and harassment in the workplace on the basis of anonymous witness evidence?

  Investigating cases of bullying and harassment in the workplace on the basis of anonymous witness evidence.
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  DG18: How far can an employer take into account misconduct that occurs off-duty when contemplating disciplinary action?

  How far an employer can take misconduct that occurs off-duty into account when contemplating disciplinary action.
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  DG19: Are there any future developments expected in the area of disciplinary procedures and grievance procedures?

  Future legal developments expected in the area of statutory disciplinary and grievance procedures.