Disciplinary Proceedings
If you’ve been called into a disciplinary meeting, it’s normal to feel anxious. Whether it’s about conduct or performance, the stakes can be high as your job, reputation, and future could all be affected. We’re here to help you stay calm, understand your rights, and respond in the right way. Employers must follow fair processes under the ACAS Code. If they don’t, we’ll make sure it’s challenged and help you achieve the best possible outcome.
Early legal advice and ACAS Code rights
We’ll explain the disciplinary policy, key deadlines, evidence requirements and your legal rights from the start, ensuring compliance with the ACAS Code from the outset.
Building your defence
We’ll help you draft strong, consistent statements and gather evidence to support your version of events by aligning facts with policy and highlighting procedural flaws.
Preparing for interviews and hearings
From companion rights to effective answers, we’ll help you get ready and stay composed throughout the process. We will advise you on likely questions, documents, reasonable adjustments, companion rights, and an effective, calm presentation.
Exploring alternatives to dismissal and settlements
We’ll work with you to secure other options where possible. Such as, redeployment, retraining, performance plans, warnings in place of dismissal, and settlement agreements with protected conversations.
Suspension, pay, and benefits
Ensuring inappropriate suspensions are challenged, full pay is secured where due, and contractual benefits are safeguarded during the process.
Appeals and representation
If the outcome’s unfair, we’ll handle your appeal submission and assess claim prospects. Or take it further through ACAS and Employment Tribunal claims.
Questions we’re often asked
It’s the employer’s process for gathering facts when there’s a concern about behaviour or performance.
Yes. You can be accompanied by a colleague or certified trade union representative at any formal disciplinary meeting.
In most cases, no. Suspension should be on full pay unless your contract permits otherwise.
You could receive up to 25% more compensation if the process is found to be unfair in the Tribunal.
Yes. A well-prepared statement can support your case and show where the process hasn’t been followed properly.
As early as possible, ideally before interviews or responding to allegations.
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