Disciplinary Procedures
When Misconduct Threatens Your Business & people
Poor conduct doesn’t just affect productivity; it undermines trust, damages culture, and can put your entire business at risk. Mishandling a disciplinary issue makes things worse, leaving you exposed to grievances or costly tribunal claims. With Altum HR, you get expert guidance to address problems quickly, fairly, and inline with the law.
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Why Altum HR
Fair Process, Strong Protection
Following the right steps isn’t just good practice, it’s essential. From investigation to hearing, outcome, and appeal, our consultants make sure every stage of your disciplinary process aligns with Employment Law and ACAS Code. We translate the procedure into plain English, so you understand your obligations and your employees feel the process is fair. That balance protects your business while respecting your people.
Disciplinary Support Built Around Your Business
Every disciplinary case is different, which is why our advice is tailored to you. From drafting documents and preparing managers for hearings, to guiding you through appeals, we provide practical support at every stage. With Altum HR, you can manage issues fairly and effectively without disrupting the wider team.
Disciplinary Procedures FAQs
What is a disciplinary procedure?
It’s a formal process employers use to address concerns about an employee’s conduct or performance. Following a fair procedure protects your business legally and ensures employees are treated fairly.
Do I always need to follow a formal process?
Not always. Where possible, issues should be resolved informally first. If the matter is serious or ongoing, then a formal disciplinary process should be used.
What are the key steps in a disciplinary procedure?
Typically: investigation, written notification, disciplinary hearing, outcome, and appeal. Each step should follow the ACAS Code of Practice.
Can an employee bring someone to a disciplinary hearing?
Yes. By law, employees have the right to be accompanied by a colleague or trade union representative at a disciplinary hearing.
What outcomes can come from a disciplinary hearing?
Depending on the situation, outcomes may include no action, informal action, a written warning, a final written warning, or dismissal (in serious cases).