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Fail to follow the correct procedures set out in the ACAS code of practice on disciplinary and grievance procedures as a minimum requirement.Deal with performance or conduct issues as soon as they arise and don’t wait until they become critical. Bury your head in the sand and hope that the problem will go away.You need to allow an employee going through the disciplinary process to be accompanied to any disciplinary meetings by either a work colleague or a trade union representative.Follow different processes depending on the severity of the employee’s actions and whether the discipline is a performance issue, or due to behaviour or misconduct.These procedures should also be included in your staff handbook. Make your policy clear from the start – Tell each employee as soon as possible and definitely within two months of them starting work about your disciplinary procedures and who they can appeal to.The costs can be significant, with the average tribunal award for unfair dismissal 2012/13 of £10,127, it pays to get it right. However if dealt with in the wrong way this can not only have a demotivating effect but also result in legal action. Disciplinary​ĭealing with potential disciplinary issues in a timely and effective manner can often nip bad behaviour in the bud and reassure other members of staff before things become a major issue. "A common example is where an employer has taken on a new member of staff and they are underperforming and they are unsure of how to proceed, thinking all they need to do is have an informal chat to discuss that it simply isn’t working out.Īs an employer it’s your job to ensure that you set and uphold standards of work and behaviour that are good for your business and the other members of your team, but it is also essential that you follow the correct procedures for what can be a very difficult issue to tackle."īelow are some of the key 'Dos and Don’ts' to make sure you follow the right steps when it comes to managing the process.

Jo Eccles, business advisor at the Forum of Private Business points out: “No one likes having to discipline a member of staff, but disciplinary and dismissal issues are some of the most frequent enquiries we receive. Disciplinary issues are one of the most common areas that businesses will face and ensuring you have the correct procedures in place from the start can avoid any problems later.