Step 6: After the disciplinary procedure
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 knew the disciplinary procedure was happening.
This can help avoid any negative effects on the business, for example:
- bad feeling
- gossip
- bullying
- low work morale
Keeping a record
No matter what the outcome, it’s a good idea for employers to 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 read a 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.
Further help and support
If you need help with a disciplinary case, you can contact the Acas helpline to talk through your options.
Acas also provides: