Step 2: Following a fair procedure
If the employer feels they need to start a disciplinary procedure, they must make sure they follow a full and fair procedure throughout.
This is for the protection of the employee, the employer and their business.
The importance of following a fair procedure
The Acas Code of Practice on Disciplinary and Grievance Procedures is the minimum a workplace must follow.
You might have your own code or policy with some differences that better suits your workplace.
Although the Acas Code is not the law, if a disciplinary case reaches an employment tribunal, judges will take into consideration whether the employer has followed the Acas Code in a fair way.
The Acas Code mainly applies to those with employee employment status. But to keep good working relationships, it’s a good idea if employers follow the same fair procedure for all workers.
If anything similar has happened before
It’s a good idea for employers to check whether your workplace has dealt with a similar situation before.
To avoid accusations of unfair treatment, employers should follow the procedure and policy in the same way for each disciplinary case.
They should gather evidence and make a decision based on what they know about each case.
It’s important throughout the procedure for the employer to keep talking with both the employee being disciplined and any other staff affected.
Clear and regular communication can help avoid:
- a drop in work morale
- further action, for example the employee raising a grievance
- legal action further down the line
The employer should keep all personal information confidential.
If the employee raises a grievance
If the employee raises a grievance during the disciplinary procedure, the employer can pause the disciplinary and deal with the grievance first.
It might be appropriate to deal with both at the same time if the grievance and disciplinary cases are related.
See our guide to dealing with workplace grievances.
If the employee wants to resign
The employee might feel they want to resign or “jump before they’re pushed” when they are facing a disciplinary.
This could risk the employee later claiming ‘constructive dismissal’ at an employment tribunal. They can only do this if they have worked for the organisation for 2 years or more.
The employer should try and talk through any concerns with the employee and encourage them to complete the disciplinary procedure first.
Employees can find out more about resigning from a job.
Find out more about ending employment.