Disciplinary and grievance issues

Experience has taught us that the earlier a potential issue is identified, the better chance our clients have of resolving it and avoiding a valued employee leaving or a costly dispute arising.  Disciplinary and grievance issues will inevitably arise from time to time but with our support, you will be much better placed to alleviate those issues at an early stage.


It is not always easy to recognise a grievance, which might be a concern raised by an employee about their own employment or about the behaviour of a colleague or manager.   Grievances can be raised informally and away from the workplace and even by text message. Failing to recognise a grievance and take appropriate action in line with your own procedure and best practice can have significant consequences. 

You might independently have cause for concern about an employee’s conduct or a previously determined grievance might itself lead to disciplinary action.  Whatever the scenario, we can help you in handling it correctly and making sure that, if tested, a tribunal would find your actions to be fair and reasonable. 

We support our clients by giving timely guidance on the correct processes to be followed, providing legally sound letters and, where necessary, making one of our HR Consultancy team available to carry out investigations or chair hearings or appeals.  We can also provide training to your management team so they have greater skills and confidence in handling these matters.


Recent experience includes

  • Carrying out two days of investigative interviews for a charitable organisation, revealing whistleblowing concerns and leading to the instigation of two disciplinary hearings
  • Supporting a national business in relation to a grievance brought by a senior employee
  • Advising a local charity on the conduct of a disciplinary process involving its CEO, following serious health and safety concerns being raised
  • Advising a hotel in relation to allegations of sexual harassment made by a junior employee against a senior manger and supporting the hotel through its handling of a very sensitive set of facts
  • Acting as investigating officer and independent person to hear disciplinary following allegations of inappropriate behaviour at a works Christmas Party.
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