This factsheet was last updated in June 2011.
What are disciplinary and grievance procedures?
Disciplinary and grievance procedures are frameworks which provide clear and transparent structures for dealing with difficulties which may arise as part of the working relationship from either the employer’s or employee’s perspective.
They are necessary to ensure that everybody is treated in the same way in similar circumstances, to ensure issues are dealt with fairly and reasonably, and that employers are compliant with current legislation and follow the Acas Code of Practice for handling disciplinary and grievance issues (see below).
Disciplinary procedures are needed to:
- let employees know what is expected of them in terms of standards of performance or conduct (and the likely consequences of continued failure to meet these standards).
- identify obstacles to individuals achieving the required standards (for example training needs, lack of clarity of job requirements, additional support needed) and to enable employers to take appropriate action.
- enable employers and employees agree suitable goals and timescales for improvement in an individual's performance or conduct.
- try to resolve matters without recourse to an employment tribunal.
- act as a point of reference for an employment tribunal should someone make a complaint about the way they have been dismissed.
Grievance procedures are needed to:
- provide individuals with a course of action if they have a complaint (which they are unable to resolve through regular communication with their line manager).
- provide points of contact and timescales to resolve issues of concern.
- try to resolve matters without recourse to an employment tribunal.
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