Disciplinary and investigation meetings

What your employer should do

Under the Acas Code your employer should deal with disciplinary issues promptly, fairly and consistently. The usual steps are:

1. Investigate to establish the facts, before any disciplinary hearing.
2. Tell you in writing what you are accused of and what could happen, with enough detail to answer it. It is normally appropriate to include copies of the written evidence, such as witness statements.
3. Hold a meeting where you can explain your side, ask questions, present evidence and call relevant witnesses.
4. Let you bring a colleague or union rep to the hearing.
5. Decide what action, if any, to take, and tell you in writing.
6. Give you the chance to appeal.

Investigation meetings

An investigation meeting is for gathering facts, and should not lead straight to disciplinary action. There is no legal right to be accompanied at an investigation meeting, but your employer may allow it, so it is worth asking.

Write down what you were asked and what you said as soon as you can afterwards. Ask for a copy of any notes taken.

Suspension

Suspension is not supposed to be a punishment or a sign that you have done something wrong. It should be as short as possible and kept under review. You should normally keep getting your usual pay and contractual benefits.

• Ask in writing why you are suspended, how long for, and who you can contact.
• Keep a note of every contact with your employer while you are away.

Preparing for a hearing

• Read every document you are sent. Ask for anything that is mentioned but missing.
• Write your account in date order, with what happened and who saw it.
• If you cannot attend, tell your employer as soon as possible and ask for another date.
• If you have a disability, you can ask for reasonable adjustments to the meeting.

Read next

• Bringing someone to a meeting
• Appealing a decision