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Article Index
Disciplinary, Dismissal & Grievance Procedures
1. Disciplinary and dismissal procedures
1. Communicating your disciplinary and grievance procedures
1. Informal warning
1. Formal warning
1. Standard procedure
1. The written statement
1. The hearing
1. The Appeal Meeting
1. Getting the most out of the meetings
1. Dealing with delays
1. Instant dismissal
1. The written statement
1. The appeal meeting
1. Employment Tribunals
1. The law on dismissal
1. When procedures do not apply
2. Grievance procedures
2. Standard procedure
3. Written Statement
3. Meeting
3. Appeal
3. Modified Procedure
3. When procedures do not apply
3. When procedures overlap
4. Sample Letter 1
4. Sample Letter 2
4. Sample Letter 3
4. Sample Letter 4

Disciplinary, Dismissal & Grievance Procedures

Guidance for employers

Standard procedure

The standard three-step disciplinary and dismissal procedures apply to

  • All dismissals except:
  • All disciplinary action, such as demotion or reduction of pay, except action which is part of a workplace procedure i.e. warnings (oral or written) and suspension on full pay.

Note that the standard procedure applies to the case of an employee who was on a fixed term contract of a year or more which is not renewed. It also applies when someone is dismissed on grounds of age and has not reached the age of 65 or whatever is the normal retirement age in the company or when someone is dismissed for health reasons. Remember that part-time employees must be treated in the same way as full-time ones. You should also use the standard procedure when you are making someone redundant (Except when you are making more than twenty people redundant at one establishment in a period of ninety days when a different statutory regime applies.). Failure to use the standard procedure in such cases may result in you losing a tribunal case.

The three steps are:

  1. The written statement.
  2. The hearing
  3. The appeal meeting