Disciplinary and grievance support
Getting internal processes right, so they hold up if they are ever examined.
How we can help
- Advising on whether to investigate, suspend or proceed straight to a hearing
- Designing an investigation that is thorough and demonstrably fair
- Drafting invitation letters, outcome letters and appeal decisions
- Preparing the manager conducting the hearing
- Advising on the ACAS Code and the consequences of departing from it
- Handling grievances raised in response to a disciplinary process
What happens next
- Tell us what has happened and send your current policy.
- We advise on the process, the risks and the realistic range of outcomes.
- We support you through each stage and draft the documentation.
Fees for this work
Fixed fee per stage, so you can see the cost of an investigation, a hearing or an appeal before deciding to proceed.
Common questions
Do we have to follow the ACAS Code?
It is not law, but tribunals take it into account and an unreasonable failure to follow it can increase compensation by up to twenty five per cent. In practice, follow it.
Can we suspend someone?
Suspension is not a neutral act despite often being described as one, and suspending without proper consideration can itself breach the implied term of trust and confidence. It should be a considered decision, kept as short as possible, and documented.
The employee has raised a grievance to stall the disciplinary.
It happens. The grievance still needs addressing, but the two processes can sometimes run in parallel or be heard together. Simply ignoring it is the one option that reliably creates problems.
Do they have a right to be accompanied?
At formal disciplinary and grievance hearings, yes — by a colleague or a trade union representative. Not, ordinarily, by a solicitor, though there are limited exceptions where a person’s ability to practise their profession is at stake.
Tell us what's happened
Confidential, reviewed by a solicitor, answered within one working day.