Step 6: After the disciplinary
After a disciplinary procedure has finished, employers might want to give some information about it to individual staff. It's also important to keep records.
Talking to staff
The disciplinary outcome and details must remain confidential. However, where appropriate, it can be a good idea for the employer to talk privately with any staff who were 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 helps to reduce the bad feeling and gossip which can happen when staff are involved in formal procedures.
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
Find out more in the guide to data privacy 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 the employee's disciplinary outcome.
Find out more about references
Get more advice and support
If you need help with a disciplinary case, you can contact the Acas helpline.
Acas also provides: