The importance of disciplinary and grievance procedures

What is the importance of disciplinary and grievance procedures? 

A crucial part of an employment relationship are disciplinary and grievance procedures. It is not always an easy task to manage these whilst making sure that the right decisions are made at the right time, yet it is an employer’s legal requirement to do so.

What are the rules on disciplinary and grievance procedures?

  • Disciplinary situations include misconduct and/or poor performance.
  • Grievances are concerns, problems or complaints that employees raise with their employers.

Fairness and transparency are necessary and are promoted by developing and using rules and procedures for handling disciplinary and grievance situations. These should be set down in writing, be specific and clear.

Where some form of formal action is needed, the action must be reasonable or justified. This will depend on all the circumstances of the particular case.

Those are the duties incumbent to the employer:

  • Employers and employees should raise and deal with issues promptly and should not unreasonably delay meetings, decisions or confirmation of those decisions.
  • Employers and employees should act consistently.
  • Employers should carry out any necessary investigations, to establish the facts of the case.
  • Employers should inform employees of the basis of the problem and give them an opportunity to put their case in response before any decisions are made.
  • Employers should allow employees to be accompanied at any formal disciplinary or grievance meeting.
  • Employers should allow an employee to appeal against any formal decision mad

To help you through the process, Employment Lawyer in London have a variety of guides and we offer our services and support through each step and to establish the most balanced, appropriate and legal actions to take.

For longer-term business planning and preparation and to ensure your business is primed for any incidents that may occur in the future, our disciplinary and grievance pages will provide you with invaluable employment law advice. Should you be contemplating disciplinary action against one of your employee’s or if you have received a grievance which requires immediate advice with regards to your employer responsibilities, you must act quickly and you need a service that can meet these standards.

How is it best to deal with a disciplinary problem in the workplace?

Consider a Manager cautioning an employee in the workplace for performing inadequately and following the meeting, the employee is given notice. If Employment Lawyer in London had involvement in this business, we would develop a disciplinary and grievance procedure and coach the Managers on the correct procedures when they have to caution and fire employees. Our involvement will save the business any settlement agreement payments they would have to make as well as the complication of re-hiring an irritated employee. We have witnessed a lot of employee cases where company Manager have simply not adhered to a written disciplinary problem. In these scenarios, settlement agreements can reach above £10,000.

If you feel that you need any training or help in dealing with disciplinary & grievance procedures, contact us on 020 8579 1345 for advice immediately.

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