When is disciplinary action needed?

When is disciplinary action needed?

Businesses may seek to take disciplinary action against an employee for perceived misconduct. 

Depending on the severity of the case, you may choose to follow formal proceedings, as set out in your employee handbook, or for less serious offences, address the issue via an informal discussion with a line manager.

Whichever route you decide on, the required outcome from disciplinary action is for the employee to reach the expected standards in relation to their performance and behaviour. It’s also an opportunity for the employee to share their perspective.

Common issues which are taken to disciplinary include unauthorised absence, poor timekeeping, minor breaches of health and safety requirements, negligence or carelessness in carrying out duties and minor instances of bullying or harassment.

For serious breaches, it could be legally acceptable to dismiss an employee without notice, although not without due process. We recommend you err on the side of caution and seek professional HR advice before acting. 

We can help you undertake an investigation and advise whether disciplinary action is necessary. If it is, we can take notes at the disciplinary hearing and write and issue formal letters.

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HR for SMEs

Training

Want to be equipped to deal with these scenarios in the longer term?  We’d recommend the following training sessions, which are both offered as live online lessons or face-to-face, depending on your preference:

  • Managing misconduct
  • Conducting a workplace investigation

Want to see what other topics we offer training for?

Visit our training page
 
 
 
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