How do I carry out a disciplinary investigation?

Employers must handle disciplinary matters professionally, objectively and fairly. Your free user guide explains how to conduct a full and thorough disciplinary investigation.

Here’s what’s inside your guide:

  • Free start-to-finish guide on how to conduct a disciplinary investigation fairly and thoroughly

  • A clear disciplinary process workflow, so you’ll always know what to do next (page 3)

  • Checklist and instructions of how to prepare for and conduct a disciplinary interview (page 8)

  • Disciplinary action that can be taken, and how to communicate it to an employee (page 11)

  • How to make employees aware of the rules and your disciplinary policy (page 5)

  • Dealing with misconduct issues informally (page 5)

  • Whether suspending an employee during an investigation is appropriate (page 7)

  • Letter templates, for:

    • Inviting an employee to an investigation meeting
    • Inviting an employee to a disciplinary hearing
    • Employee non-attendance of a disciplinary hearing
    • Disciplinary outcome (formal written warning)
    • Disciplinary outcome (dismissal)
    • Invitation to an appeal meeting
    • Disciplinary appeal outcome

An effective disciplinary process will:

  • Reduce the risk of a successful unfair dismissal claim being made against your company

  • Establish clear guidelines for the conduct, behaviour, and performance of employees

  • Be consistent and fair for all employees

  • Retain employees by providing an alternative to immediate dismissal

  • Improve morale as employees can expect equal, fair, and proportionate treatment

  • Allow employees to improve, and provide evidence to a potential tribunal that they were given every chance to succeed

Enter your email address now to get your free guide on how to deal with misconduct promptly and fairly.

Get the guide now by simply entering your email address below:

Employers must handle disciplinary matters professionally, objectively and fairly. Your free user guide explains how to conduct a full and thorough disciplinary investigation.

Get the guide now by simply entering your email address below:

Here’s what’s inside your guide:

  • Free start-to-finish guide on how to conduct a disciplinary investigation fairly and thoroughly

  • A clear disciplinary process workflow, so you’ll always know what to do next (page 3)

  • Checklist and instructions of how to prepare for and conduct a disciplinary interview (page 8)

  • Disciplinary action that can be taken, and how to communicate it to an employee (page 11)

  • How to make employees aware of the rules and your disciplinary policy (page 5)

  • Dealing with misconduct issues informally (page 5)

  • Whether suspending an employee during an investigation is appropriate (page 7)

  • Letter templates, for:

    • Inviting an employee to an investigation meeting
    • Inviting an employee to a disciplinary hearing
    • Employee non-attendance of a disciplinary hearing
    • Disciplinary outcome (formal written warning)
    • Disciplinary outcome (dismissal)
    • Invitation to an appeal meeting
    • Disciplinary appeal outcome

An effective disciplinary process will:

  • Reduce the risk of a successful unfair dismissal claim being made against your company

  • Establish clear guidelines for the conduct, behaviour, and performance of employees

  • Be consistent and fair for all employees

  • Retain employees by providing an alternative to immediate dismissal

  • Improve morale as employees can expect equal, fair, and proportionate treatment

  • Allow employees to improve, and provide evidence to a potential tribunal that they were given every chance to succeed

Enter your email address now to get your free guide on how to deal with misconduct promptly and fairly.