The Disciplinary and Grievance Checklist

Few moments in working life are more stressful than being called into a Disciplinary or Grievance Hearing. Your job, income, and reputation may feel at stake and the process can seem stacked in favour of management or your employer.

But the truth is that you have employment rights, and knowing them is half the battle.

Just to confirm:

A disciplinary Hearing is when your employer investigates alleged misconduct or performance issues.

And

A grievance hearing is your chance to raise concerns about how you’ve been treated.

In both, employment law says you have the right to be accompanied by a Trade Union representative or a colleague. You are also entitled to a fair, transparent process, to see the evidence, present your side, and appeal if needed.

Preparation is essential

Preparation is everything. Before the Hearing, request all relevant documents, letters, emails, witness statements, policies. Make a timeline of events. Keep your language factual and avoid emotional exchanges.

If you are unsure about the allegations or process, ask for clarification in writing. These steps not only strengthen your case but also protect you if things escalate.

During the Hearing, take notes or ask your WEU representative to do so. If new information arises, you can request an adjournment to consider it. After the Hearing, request a copy of the minutes and ensure you understand any outcome or appeal procedure.

Independent representation can make a crucial difference. The Workers of England Union, for example, assigns reps who are not employed by your company offering genuine independence and confidentiality when it matters most.

A Hearing may feel like a confrontation, but it is also an opportunity for fairness, if you know the rules and exercise your rights. Go in prepared, not powerless. The system works best for those who insist on being treated with the respect employment law already promises them.

Grievance Procedure

This is just guidance to help you understand the process (Employee Raising a Concern)

• Purpose: To raise concerns or complaints about work, treatment, or conditions.
• Stage 1 – Informal Resolution: Employee discusses issue with line manager or supervisor. Aim to resolve quickly and informally.
• Stage 2 – Formal Grievance: Submit written grievance to manager (or HR if about the manager). Employer arranges a formal grievance meeting.
• Meeting: Employee can be accompanied by a Trade Union rep or colleague. Employee explains the issue and desired outcome.
• Investigation: Employer gathers facts, interviews witnesses, and reviews evidence.
• Outcome: Decision given in writing (grievance upheld, partially upheld, or not upheld).
• Appeal: Employee can appeal if unsatisfied with the decision. Appeal heard by a different, more senior manager.
• Final Outcome: Written confirmation of the appeal decision; process ends.

Disciplinary Procedure

This is just guidance to help you understand the process (Employer Addressing Misconduct or Performance)

• Purpose: To deal fairly and consistently with alleged misconduct or poor performance.
• Initial Step: Employer investigates allegations; employee informed of concerns. Suspension may occur if necessary (on full pay).
• Investigation: Fact-finding interviews, evidence gathering.
• Notification: Written invitation to a Disciplinary Hearing, with details of allegations and evidence. Employee given reasonable notice and right to representation.
• Disciplinary Hearing: Employee presents their case and may call witnesses. Hearing chaired by a manager not involved in the investigation.
• Decision: Possible outcomes: no action, informal warning, written warning, final warning, or dismissal (depending on severity).
• Appeal: Employee may appeal in writing within a set timeframe (for example in 10 working days). Appeal Hearing by different manager; final decision confirmed in writing.