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Conducting a Disciplinary: 10 Top Tips for Employers

By Matthew Reymes Cole
30 Apr 2018
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Managing a disciplinary investigation can be complicated. There's likely to be a lot of emotion flying around and you must ensure you follow an exact process.

Conducting a Disciplinary

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<div style="clear:both"><a href="https://croner.co.uk/media/1875/Top-10-Disciplinary-Tips.pdf"><img src="https://croner.co.uk/media/1874/Top-10-Disciplinary-Tips.png" title="10 Top Tips for Conducting a Disciplinary" alt="10 Top Tips for Conducting a Disciplinary" border="0"></a></div><div>Courtesy of: <a href="https://croner.co.uk/">Croner</a>.</div>

 

10 Top Tips for Employers

  1. Investigation: You must conduct a reasonable investigation to ensure any action you take is fair
  2. Seek Advice: Look at the ACAS Code of Practice recommendations or call Croner
  3. The Investigating Officer: Must not be connected in any way to the allegations
  4. No Delay: The investigation must not suffer any unreasonable delays
  5. Suspend the Employee: If it is necessary to ensure a fair investigation takes place
  6. Arrange an Investigatory Meeting: With the employee and take detailed notes
  7. Interview Witnesses: Take detailed notes of their statements
  8. Collect Documents: Everything connected to the allegations must be collected as evidence
  9. Prepare a Document Set & Witness Statement: Submit to the disciplinary hearing, and to the employee, in advance of the hearing
  10. The Meeting: The employee does not have a statutory right to be accompanied but your procedure may state they can

Expert Support with Disciplinaries

With unrivalled experience in the industry, Croner’s Employment Law advisors are some of the most renowned and knowledgeable professionals in their respective fields. If you are currently managing a case of this nature and would like guidance from a Croner expert please call 01455 858 132.

About the Author

Matthew Reymes-Cole

Matt joined Croner in 2007 as an employment law consultant and has advised clients of all sizes on all aspects of employment law. He has worked within management positions since 2017 and currently overseas a team within the litigation department, whilst continuing to support a number of clients directly.

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