Disciplinary Hearings

Managing employee behaviour and performance is a critical aspect of running a successful business. Dealing with misconduct issues or breaches of workplace policies can be challenging, time-consuming, and legally complex. A properly conducted disciplinary hearing ensures fairness, maintains workplace standards, it shows you take such matters seriously, and protects your business from potential Employment Tribunal claims.

Handling Employment Disputes

At HR-Onsite, we specialise in holding a range of HR related meetings on your behalf and on an independent basis. Whether it’s misconduct or performance issues, we will ensure that all matters are conducted professionally thereby reducing the burden on HR, business owners, and managers.

What is a Disciplinary Hearing?

disciplinary hearing is a structured meeting where an employer discusses alleged misconduct with an employee and gives them the opportunity to explain their actions before any decision is made.

Holding a fair and transparent disciplinary hearing is essential to maintaining trust, protecting your business, and complying with your policies and procedures as well as employment law.

The Disciplinary Hearing Processs

  • Use open questions to ensure you understand the circumstances, and closed questions to confirm what the employee has said to you. 
  • Do not become embroiled in an argument and do not make any disparaging remarks or physical gestures that could be mis-interpreted.
  • Question the reason for the employee acting in the manner alleged, or them failing to act in an appropriate manner.
  • Allow the employee the opportunity to respond to the allegations and allow them to ask any questions, present their evidence, and call any witnesses. 
  • Do not attempt to offer any decision or outcome during the meeting as you could be accused of not listening to what the employee has said or that the outcome is a foregone conclusion.

For an easier and more straightforward way of dealing with workplace issues, let HR Onsite conduct the meeting on your behalf and on an independent basis.

Our Role in Conducting Disciplinary Hearings

Handling disciplinary issues can be stressful, time-consuming, and legally complex. We will attend your premises and conduct the meeting with professionalism, impartiality, and in compliance with employment law.

Our role includes:

  • Holding the disciplinary meeting in a fair and unbiased manner.
  • Ensuring all parties are heard and that proper procedures are followed.
  • Managing difficult conversations with professionalism and neutrality.
  • Providing an audio-recorded account of the meeting for accuracy and transparency.
  • Delivering a comprehensive report with findings and recommended outcomes.

By outsourcing the disciplinary hearing we ensure compliance with statute law and your policies and procedures, and you avoid potential claims from employees of bias or procedural errors.

Our role is to keep you out of an Employment Tribunal.

Contact HR Onsite Today

With HR-Onsite, you can rest assured that the disciplinary process is fair, professional, and legally compliant.

Contact us today so you can manage your business in the knowledge the matter is being dealt with correctly and fairly.

Frequently Asked Questions

When is a Disciplinary Hearing Required?

A disciplinary hearing may be necessary if an employee:

  • Breaches company policies or procedures.
  • Engages in misconduct, such as dishonesty, harassment, or insubordination.
  • Fails to meet performance expectations despite prior warnings.
  • Demonstrates repeated lateness, absenteeism, or unprofessional behaviour.
How long does a disciplinary hearing take?

It will depend on the complexity of the case but at HR-Onsite we will ensure the process is dealt with efficiently, quickly, and is legally compliant. From attending at your premises to conduct the meeting we aim to provide you with a detailed report containing our recommendations for an outcome within 3 working days.

Can an employee appeal a disciplinary decision?

Yes, employees have the right to appeal any disciplinary decision if new evidence has come to light, or if an important piece of evidence was overlooked, or the decision does not align with the evidence.

The appeal should be heard by an impartial decision-maker who hasn’t been involved in the process.

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Disciplinary Hearing Script