Disciplinary Proceedings
Acting on performance or conduct concerns can be difficult. But with the right legal support, you can act quickly, fairly and within the law. We help employers manage disciplinary issues with confidence, reducing the risk of tribunal claims, reputational harm and disruption to morale.
Disciplinary policies and handbooks
We draft clear, compliant policies that meet current legislation and follow the ACAS Code of Practice. Whether you need a full staff handbook or a policy refresh, we’ll make sure your standards and procedures are clear and legally sound.
Training for investigations, hearings, and appeals
Designed for owners, HR professionals, and managers, our training builds confidence in handling disciplinary matters. It covers everything from lawful investigations to fair hearings and consistent appeals, with practical exercises, templates, and scripts to support every step of the process.
Suspension, evidence gathering, and interviews
We advise on when suspension is appropriate, how to protect neutrality, and what evidence to rely on. We’ll guide you through lawful interview techniques and help you maintain procedural fairness throughout.
Drafting investigation and outcome correspondence
We prepare everything from investigation reports to outcome letters and appeal decisions. Every document is clear, accurate, and fully aligned with your process.
Legal risk assessment and proportionate sanctions
Evidence, mitigation and precedent are carefully assessed to support fair, defensible outcomes. Whether it’s a warning or dismissal, our advice helps you document your rationale and reduce litigation risk.
ACAS early conciliation and tribunal representation
We represent employers during ACAS early conciliation, explore settlements where appropriate, and provide robust defence at Employment Tribunal.
Questions we’re often asked
The ACAS Code guides fair disciplinary procedures. Tribunals take it seriously, and ignoring it can increase compensation by up to 25%.
Only when needed to protect the investigation, people or property. It should be as short as possible and fully paid.
Yes. Statutory rights allow them to bring a colleague or trade union representative.
As quickly as reasonably possible. Investigate promptly, hold the hearing without delay, and make a timely, fair decision.
Depending on the issue, you can use informal action, written warnings, final warnings or dismissal.
Yes, but it needs careful handling. You may need to pause or split the processes to avoid prejudice.
Experts in every area
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For more information or a no obligation discussion, please call or email our team today.
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