Dealing with disciplinary action at work

Summary

The first time you might be aware of a problem with your employer is when they ask to talk to you about a concern they have. It's often best to keep this conversation informal at first because it might be the result of a misunderstanding. You might be able to provide evidence that will help clear things up - for example a doctor's note. Make sure you keep a note of the conversation and what was agreed. It might not be possible for your employer to sort out their concerns informally and they might start formal disciplinary procedures. In some cases, you could be dismissed. Your employer should follow a written process, which explains the standards of fairness they'll follow in the disciplinary action. They might use the Acas Code of Practice, or they might have their own procedure, which should be similar. It's a good idea to keep a note of exactly what happens and when. Your employer’s first step should be to investigate what happened. You don't have the right to bring someone with you to a meeting if your employer is just investigating what happened. If your employer wants to take disciplinary action after they complete their investigation, they should write to you. * explain.

Key information

• explain what they think you've done wrong - there should be enough detail for you to be able to prepare your response
• tell you the next step will be a meeting to discuss the problem - they should also let you know when and where it will take place
• let you know you have the right to have someone at the meeting with you - this could be a colleague from work or a trade union representative
• The first time you might be aware of a problem with your employer is when they ask to talk to you about a concern they have.
• It's often best to keep this conversation informal at first because it might be the result of a misunderstanding. You might be able to provide evidence that will help clear things up - for example a doctor's note.
• Make sure you keep a note of the conversation and what was agreed.
• It might not be possible for your employer to sort out their concerns informally and they might start formal disciplinary procedures. In some cases, you could be dismissed.
• Your employer should follow a written process, which explains the standards of fairness they'll follow in the disciplinary action.
• They might use the Acas Code of Practice, or they might have their own procedure, which should be similar.
• It's a good idea to keep a note of exactly what happens and when.
• Your employer’s first step should be to investigate what happened. You don't have the right to bring someone with you to a meeting if your employer is just investigating what happened.
• If your employer wants to take disciplinary action after they complete their investigation, they should write to you.

Practical guidance

• Source: Dealing with disciplinary action at work

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