Acas is consulting on major changes to its disciplinary and grievance Code, with greater emphasis on resolving workplace problems early and informally. Here’s what SME employers need to know.
Acas Disciplinary and Grievance Code of Practice
Alcohol and Drugs In The Workplace
Alcohol and Drugs In The Workplace
Reopening Disciplinary Proceedings
Reopening disciplinary proceedings that have previously concluded is unusual but not impossible as no legal principles bar a second disciplinary process
Companions at Discipline and Grievance Hearings
Parliament has approved amendments to the new Acas Code of Practice on Disciplinary and Grievance Procedures.
The amended ACAS Code clarifies that the reference to a “reasonable” request applies to the making of the request not to the worker’s choice of companion.
Disciplinary Investigations
Disciplinary Investigations. The ACAS Code of Practice made investigations critically important prior to a formal disciplinary hearing.
Attendance at Disciplinary Hearings
Can an employee refuse to attend a disciplinary hearing? This guide explains attendance requirements, postponements, sickness absence, companion availability and when employers may be able to proceed in an employee’s absence.
The Importance Of A Final Written Warning
The case of Kefil v JJ Food Service Limited emphasises the importance of a final written warning when behaviour falls below the accepted standard
Council pays employee more than £500,000 for Disability Discrimination
Council pays employee more than £500,000 for Disability Discrimination which arose from a false allegation of theft.
Note Taking at Disciplinary Hearings
Accurate note taking during disciplinary hearings can become critical if decisions are later challenged through appeals, grievances or Employment Tribunal claims. This article explains why disciplinary records matter, common note-taking mistakes SMEs make and how clear, evidence-led documentation can help businesses manage formal HR processes more fairly and consistently.
Conducting A Fair Disciplinary Hearing
Disciplinary hearings can become high-risk very quickly for SMEs, particularly where serious allegations or dismissal are being considered. Employers should ensure disciplinary decisions are supported by fair investigations, clear evidence, proper documentation and consistent procedures. This article explains common disciplinary hearing mistakes and why preparation, process and proportionality are essential for reducing legal and employee relations risks.
