After a disciplinary procedure has finished, employers might want to talk about it to individual staff.
Talking to staff
The disciplinary outcome and details must remain confidential. However, where appropriate, the employer should talk privately with any staff directly involved with the disciplinary procedure.
Usually this would be to let them know that the process is finished and to remind them not to talk about it with colleagues.
Employers could also tell them about any changes that will be introduced as a result of the process. For example, updating a policy or providing training on a particular topic.
This could help improve working relationships and rumours spreading.
Keeping a record
No matter what the outcome, employers should keep a written record of all disciplinary cases to help with any questions or similar cases in the future.
In line with data protection law, records should:
- be confidential
- only be kept for as long as necessary
You can:
- use our disciplinary record template
- find out more about data protection and employment records from the Information Commissioner's Office (ICO)
References after disciplinary action
By law, an employer does not have to provide a reference.
When an employer gives a reference they must make them:
- fair
- accurate
- consistent with others
This means they might have to give information about any disciplinary actions or investigations.
Find out more about references
Get more advice and support
If you have any questions about disciplinary procedures, you can contact the Acas helpline.
Acas also provides:
- training on discipline and grievance
- free webinars – including on disciplinary procedures
- tailored support for employers
- free e-learning on discipline and grievance