A guide to handling a disciplinary process

With many factors to consider, please contact one of our HR professionals to discuss further for any unanswered questions.

Formal disciplinaries are instigated by the company when there are concerns about an employee’s behaviour or performance and usually when an informal approach has not resolved the problem.  Different levels of sanction exist depending on the severity of the issue, usually operating on a level of a first and second warning before more serious action is taken. 

A grievance may result in disciplinary action if the investigation supports allegations about a colleague. Equally, false claims or vexatious complaints could result in disciplinary action against the person who raised the grievance.   

As with grievances, ACAS guidelines should be followed in the case of any disciplinary action. Following a clear process, and implementing it fairly, can protect your business from allegations of discrimination.  


Some employers choose to restrict access to discretionary company benefits (such as sick pay) during the disciplinary process, but if you want to do this it needs to be clear in your policy before you implement it.