Employers may make formal complaints regarding their employee’s conduct through a Disciplinary Procedure. However, employers should try and discuss the matter with the employee beforehand to clarify if perhaps there is a misunderstanding.
As an employer, you should make the Disciplinary Procedure transparent to all employees. Disciplinary Procedures should be formally written up and easily accessible. They should outline what the accurate steps are in the case of a complaint. This allows the employees to have a better understanding of what is expected of them and how to respond if they have a complaint against them.
Disciplinary Procedures in the Workplace should include the following steps:
- A letter setting out the issue;
- A meeting to discuss the issue;
- A disciplinary decision; and
- A chance to appeal the decision.
It is important for employees to be informed about the reason behind their procedure so they have a chance to explain. If you are looking to conduct a Disciplinary Procedure with one of your employees and you need advice, please contact us at Bloomsbury Law and one of our employment specialists will speak with you and advise you accordingly once we are instructed.
What do I do next?
Contact us online or speak to one of our top employment solicitors on 0207 998 7777 for a free initial consultation. With our vast experience in the field, our employment law team will work with you to ensure this process runs as smooth as possible. All information you provide us with is treated with the utmost confidentiality.
We will contact you no later than the next working day to arrange a meeting at our offices in London W1 to advise on the agreement.