Disciplinary & Grievance Support
When conduct, performance, or workplace complaints need formal action, the stakes are high. A single procedural error can turn a straightforward situation into a tribunal claim. We manage the entire process on your behalf, so you can focus on running your business.
Why Disciplinary and Grievance Procedures Matter
Disciplinary and grievance procedures are two of the most common, and most mishandled, HR processes in UK workplaces. A disciplinary is action taken by the employer when an employee's conduct or performance falls short of the expected standard. A grievance is a formal complaint raised by an employee about their work, their colleagues, or their treatment. Both are governed by the ACAS Code of Practice on Disciplinary and Grievance Procedures, and both carry real legal risk if handled incorrectly.
Getting the process wrong can be expensive. If an employee brings an unfair dismissal claim and the tribunal finds that you failed to follow the ACAS Code without good reason, any compensation can be uplifted by up to 25%. Beyond the financial cost, a poorly handled case damages workplace trust, team morale, and your reputation as an employer. Many of the businesses we work with come to us after a situation has already escalated, but the best outcomes happen when you involve an experienced HR professional early.
At Rebox HR, we do not just advise from the sidelines. We get involved. Whether that means running a workplace investigation, sitting alongside your managers in a hearing, drafting outcome letters, or training your team to handle these situations confidently in the future, we are hands-on throughout. We have supported employers through hundreds of disciplinary and grievance cases across a wide range of industries, and we know what a fair, defensible process looks like in practice.
What We Cover
Practical, expert support across every aspect of disciplinary & grievances for your business.
Workplace Investigations
Before any formal action can be taken, the facts need to be established. We carry out thorough, impartial workplace investigations, including interviewing witnesses, reviewing evidence, and compiling a clear investigation report. This is often the stage where employers make mistakes by skipping steps, asking leading questions, or failing to document findings properly. We make sure the investigation is robust enough to withstand scrutiny at tribunal.
Chairing and Attending Hearings
We can chair disciplinary and grievance hearings on your behalf, or attend alongside your managers to provide real-time guidance. We prepare the hearing pack, ensure the employee is given every opportunity to respond, and help you reach a fair, proportionate outcome. Having an experienced HR professional in the room gives your managers confidence and demonstrates to employees that the process is being taken seriously.
Grievance Resolution
When an employee raises a grievance, you have a legal obligation to deal with it promptly and fairly. We manage the process from the initial acknowledgement through to the investigation, the grievance meeting, and the written outcome. Where grievances involve sensitive issues like bullying, harassment, or discrimination, we handle the situation with discretion, ensuring all parties are treated with respect while protecting your business from further risk.
Appeals Management
Employees have the right to appeal any disciplinary or grievance outcome, and the appeal must be heard by someone who was not involved in the original decision. We manage the entire appeals process, including preparing the appeal hearing, advising the appeal chair, and drafting the appeal outcome letter. A properly run appeal can be the difference between closing a matter and facing a tribunal claim.
Manager Training
Many disciplinary and grievance situations could be prevented, or resolved more quickly, if managers felt confident handling them. We deliver practical training sessions that cover how to have difficult conversations, when informal action is appropriate, how to conduct a fair investigation, and how to chair a hearing. This is not a generic presentation. We tailor the training to your business, using real scenarios your managers are likely to face.
Ongoing Manager Support
Not every situation needs a full formal procedure. Sometimes your managers just need someone to call before things escalate. Our retained clients have access to same-day telephone and email support for the everyday people management questions that come up, from how to document a verbal warning to whether a comment from an employee constitutes a formal grievance. We help your managers handle issues early, before they become formal disputes.
How We Help
A clear, structured approach from start to finish.
Assessment
You call us with the situation. We review the facts, advise whether formal action is the right course, and outline exactly what procedure to follow. If informal resolution is more appropriate, we help with that too. There is no charge for this initial conversation.
Process
We handle the heavy lifting. That could mean running the investigation, drafting invite letters, preparing hearing packs, attending meetings with you, or coaching your managers through each step. We keep you informed throughout and make sure every action is documented.
Resolution
We help you reach a fair, defensible outcome. We draft the outcome letter, manage any appeal, and advise on next steps. If the situation leads to a dismissal or settlement, we guide you through that process too. Once the case is closed, we can help you put measures in place to reduce the risk of similar issues in the future.
Frequently Asked Questions
What is the difference between a disciplinary and a grievance?
A disciplinary procedure is started by the employer when there is a concern about an employee's conduct (such as persistent lateness, insubordination, or misconduct) or their performance (such as failing to meet agreed targets or standards). A grievance is a formal complaint made by an employee about something at work, such as their treatment by a manager, a dispute with a colleague, working conditions, or a decision that affects them. In some situations, an employee may raise a grievance during or in response to a disciplinary process. Both processes are separate but can run concurrently, and both must be handled in accordance with the ACAS Code of Practice.
Do I have to follow the ACAS Code of Practice?
The ACAS Code of Practice on Disciplinary and Grievance Procedures is not legislation in itself, but employment tribunals are legally required to take it into account when deciding relevant cases. If a tribunal finds that an employer unreasonably failed to follow the Code, it can increase any compensation awarded by up to 25%. The Code sets out the minimum steps: investigate the issue, notify the employee in writing, hold a meeting, allow the employee to be accompanied, make a decision, and offer the right of appeal. These steps apply to both disciplinary and grievance procedures. We build every procedure we support around the ACAS Code so your business is protected.
Can you attend disciplinary or grievance hearings with us?
Yes, and many of our clients ask us to. We can attend as your HR adviser, sitting alongside the manager chairing the hearing to provide real-time guidance on procedure, appropriate questions, and the decision-making process. Alternatively, we can chair the hearing ourselves if you prefer an independent person to run the meeting. For businesses that want to build internal capability, we also offer training so your managers can chair hearings confidently on their own, knowing they have telephone support from us if questions come up during the meeting.
What are the risks of getting a disciplinary wrong?
The main risk is an unfair dismissal claim at employment tribunal. If you dismiss someone without following a fair procedure, the dismissal is likely to be found unfair regardless of whether you had valid grounds. Compensation for unfair dismissal is currently capped at the lower of 52 weeks' pay or £115,115 (2024/25 rates), but this cap does not apply in cases of discrimination, whistleblowing, or certain automatically unfair dismissals. Beyond the financial risk, there is the management time, stress, and reputational damage that comes with a tribunal claim. The cost of getting it right upfront is always less than the cost of getting it wrong.
How long should a disciplinary process take?
There is no fixed timeline in law, but the ACAS Code says employers should deal with issues promptly and without unreasonable delay. In practice, a straightforward disciplinary might take two to four weeks from the initial investigation to a hearing outcome. More complex cases involving multiple witnesses, large volumes of evidence, or concurrent grievances may take longer. What matters is that the process is thorough and fair, not that it is fast. We help you maintain momentum while making sure no corners are cut.
Can an employee bring a companion to a disciplinary hearing?
Yes. Under section 10 of the Employment Relations Act 1999, an employee has the right to be accompanied at any disciplinary or grievance hearing by a trade union representative or a work colleague. The companion can address the hearing, confer with the employee, and sum up the employee's case, but they cannot answer questions on the employee's behalf. If the chosen companion is not available on the proposed date, the employer must offer a reasonable alternative within five working days. We make sure all of this is handled correctly in every hearing we support.
What counts as gross misconduct?
Gross misconduct is behaviour so serious that it fundamentally breaks the trust between employer and employee, justifying summary dismissal (dismissal without notice). Common examples include theft, fraud, physical violence, serious insubordination, serious breach of health and safety rules, and being under the influence of drugs or alcohol at work. However, what constitutes gross misconduct depends on the circumstances and your disciplinary policy. Even in cases of apparent gross misconduct, you must still investigate properly and hold a hearing before making a decision. Summary dismissal without a fair process is still unfair dismissal. We help you get this balance right.
Do you offer training for managers on handling disciplinaries and grievances?
Yes. We deliver practical, interactive training sessions tailored to your business. These cover the full disciplinary and grievance process, from recognising when informal action is enough through to chairing formal hearings and managing appeals. We use real-world scenarios relevant to your industry and give your managers the confidence to handle difficult situations while staying compliant. Training can be delivered at your premises or remotely, and we offer both standalone workshops and ongoing coaching as part of our retained HR support packages.
“We outsource all our HR to Rebox. They have been instrumental in helping us navigate the complexities of employment law and keeping our business protected.”
Related Services
HR Training
Bespoke training for your managers on running disciplinary and grievance processes, having difficult conversations, and building confidence in people management.
HR Training →Retained HR Support
Ongoing expert HR support with a fixed monthly fee. Includes same-day telephone advice, so your managers always have someone to call when issues arise.
Retained HR Support →Dismissals
When a disciplinary process leads to dismissal, we ensure the process is fair, lawful, and fully documented to protect your business at tribunal.
Dismissals →Need Help With a Disciplinary or Grievance?
Whether you are dealing with a live situation or want to make sure your procedures are watertight, we are here to help. Book a free, no-obligation consultation and let us take the stress out of managing workplace issues.
Book Your Free ConsultationOr call us directly on 01327 640070