Disciplinary Procedure

Facing disciplinary action at work can be an extremely worrying time. If the allegations are serious your employer may suspend you from work.

Any period of suspension should be brief, kept under review, and not be used as a disciplinary sanction.

An investigation should take place to establish the facts of the case, and you may be invited to an investigation meeting.
You do not have a right to be accompanied at an investigation meeting, but check your employer’s disciplinary policy as some organizations will allow it.

If the matter progresses to a disciplinary hearing, you have a statutory right to be accompanied by a trade union representative.
Your representative can present your case, confer with you, and respond to any comments or points made during the hearing. They cannot answer questions put directly to you.

If a formal disciplinary sanction is issued it can range from a written warning, final written warning, or dismissal.

You can appeal against the disciplinary outcome. An appeal hearing will examine your grounds for appeal and decide whether the outcome of the disciplinary hearing was fair.

You can be accompanied at a disciplinary appeal hearing by a trade union representative.

If you need advice on how to approach the disciplinary process, Join Employees United today. We’re here to support you.