Protecting Your Rights in the Workplace
Facing a disciplinary hearing or needing to raise a grievance at work can be stressful and confusing. Our specialist employment solicitors are here to guide you through the process, protect your rights, and help you achieve a fair outcome.
Understanding Disciplinary Procedures
Disciplinary procedures are used by employers to address concerns about an employee’s conduct, performance, or attendance. If you’ve been notified of disciplinary action, it’s vital to understand your rights and respond appropriately.
A fair disciplinary process should include:
If your employer fails to follow a fair process, you may have grounds to challenge the outcome or claim unfair dismissal.
Raising a Grievance
A grievance is a formal complaint about workplace issues such as:
You have the right to raise a grievance if informal resolution isn’t possible. The process typically involves:
A well-drafted grievance can strengthen your position and lead to meaningful change or resolution.
How We Can Help
Our employment law team offers expert support at every stage:
We understand the emotional and professional impact of workplace disputes and will work with you to protect your position and secure the best possible outcome.
We aim to make employment law as simple and stress-free as possible. Alongside our personal guidance, our FAQ section answers common questions that may arise in relation to employment law.
A disciplinary procedure is a formal process used by employers to address concerns about an employee’s conduct, performance, or behaviour. It should follow a fair and transparent process, including investigation, hearing, and the right to appeal.
Yes. You have the legal right to be accompanied by a colleague or a trade union representative during a disciplinary or grievance hearing.
You should read the letter carefully, understand the allegations, and seek legal advice as soon as possible. You’ll usually be invited to a hearing, and it’s important to prepare your response and gather any relevant evidence.
A grievance is a formal complaint raised by an employee about a workplace issue, such as bullying, discrimination, unfair treatment, or breach of contract. It should be submitted in writing and follow your employer’s grievance procedure.
Yes. If you believe the disciplinary process is unfair or related to a separate issue (e.g. discrimination), you can raise a grievance. Your employer should consider pausing the disciplinary process to address the grievance.
Your employer should arrange a grievance meeting to discuss your concerns. After the meeting, you’ll receive a written outcome. If you’re unhappy with the decision, you can submit an appeal.
Yes, but only if the allegations are serious and the process has been fair. You may be dismissed for gross misconduct or repeated performance issues. If the dismissal is unfair, you may have grounds for a legal claim.
You may be able to claim unfair dismissal, constructive dismissal, or discrimination, depending on the circumstances. Legal advice is essential to assess your options and protect your rights.
You usually have three months minus one day from the date of the incident or dismissal to start a claim. You must first go through ACAS Early Conciliation before submitting your claim.
Yes. Our employment solicitors regularly advise employees on settlement agreements, ensuring your rights are protected and that you receive fair compensation.
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