Discipline and grievance | Acas

Workers and employers can often raise and deal with problems at work early and informally. When that's not possible, they can use formal disciplinary and grievance procedures.

Employers must follow the Acas Code of Practice. It says how they should follow fair procedures.

Advice

Formal grievance procedure

What steps workers and employers should take. Raising and responding to a grievance.

Disciplinary procedure

What steps an employer should take. Following a fair procedure. Investigations and hearings.

Investigations at work

When employers should do an 'investigation'. Preparing and carrying out an investigation. Witnesses.

Suspension during a work investigation

How employers should be careful about asking workers to stop work. Mental health. Pay and leave.

Appealing a disciplinary or grievance

What you can do if you think your disciplinary or grievance outcome is not right.

Templates

Example disciplinary procedure

Creating a disciplinary procedure.

Example grievance procedure

Creating a grievance procedure.

Grievance letter

Raising a formal grievance.

Grievance appeal letter

Raising an appeal against a grievance outcome.

Disciplinary hearing letters

Giving notice of disciplinary hearings. Warnings and dismissals.

Disciplinary outcome letters

Giving the outcome of a disciplinary. Warnings, dismissals and 'no action'.

Disciplinary record

Keeping a record of disciplinary action.

Disciplinary appeal letter

Appealing against the outcome of a disciplinary.

Disciplinary appeal letters for employers

Arranging appeal meetings or giving a worker the result of an appeal.

Investigation letters

Telling a worker they're subject to an investigation. Meeting invites.

Investigation plan and report

Planning and reporting on an investigation.

Suspension during an investigation at work letter

Telling a worker why they have been suspended and what happens next.

Acas Code of Practice

Acas Code of Practice on disciplinary and grievance procedures

The minimum standards an employer should follow for any disciplinary or grievance case.

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