The most important provisions governing discipline and grievances at work are to be found in:
- the Employment Act 2008 and
- the Employment Tribunals (Constitution and Rules of Procedure) (Amendment) Regulations 2008.
As explained in the related Q&As, the Acas Code of practice on disciplinary and grievance procedures (Acas Code) is also of crucial importance. See the related Q&A What must an employer do to follow the Acas code of practice on disciplinary and grievance procedures?
Numerous other pieces of legislation cross refer to discipline and grievance issues. Some important examples include the:
- Employment Rights Act 1996 as amended
- Employment Rights Dispute Resolution Act 1998
- Employment Relations Act 1999
- Employment Rights Act 2004
- Code of Practice (Disciplinary and Grievance Procedures) Order 2015 (SI 2015/649).
Other crucial points to note on dispute resolution include the following:
- Employers and employees should do all that they can to resolve disciplinary and grievance issues themselves and should consider using a third party (for example a mediator or an arbitrator) to help resolve the problem, ending up in an employment tribunal as a very last resort. There is a requirement for Acas early conciliation in most cases.
- The rule laid down in the case of Polkey v. A. E. Dayton Services Ltd  ICR 142, HL still applies to cases where a dismissal may be technically unfair on procedural grounds. In such cases if the correct procedures had been followed the dismissal may eventually have taken place anyway. In such cases the tribunal can reduce or eliminate the compensatory award to reflect the fact that the dismissal would have gone ahead anyway.
The Employment Act 2008 is not applicable to Northern Ireland. The nibusinessinfo.co.uk website provides a range of resources on disciplinary, grievance and dismissal procedures and the Labour Relations Agency website provides sample letters and flowcharts.