Disciplinary and Grievance Procedures | Employer Guides
Step-by-step employer guidance on running fair disciplinary and grievance processes. Written for North West SMEs.
Employer-Side Advice Only
CIPD Qualified
ERA 2025 Updated
Bolton, Manchester, North WestDisciplinary and grievance procedures are where most employment tribunal claims begin. Getting the process right from the start protects your business and your people. These guides walk you through every step.
Choose Your Scenario
Select the scenario that matches your situation for step-by-step guidance tailored to UK employment law.
Running a Disciplinary Process
The complete guide to running a fair disciplinary procedure from investigation through to outcome.
Read Full Guide+ 5 more scenarios
Handling a Grievance
How to receive, investigate and resolve employee grievances fairly and consistently.
Read GuideConducting a Disciplinary Investigation
How to gather evidence, interview witnesses and document findings before a disciplinary hearing.
Read GuideIssuing a Verbal Warning
When a verbal warning is appropriate, how to deliver it and what to document.
Read GuideIssuing a Written Warning
The formal written warning process, what to include and how long it stays on file.
Read GuideFinal Written Warning
When to issue a final written warning and what it means for next steps.
Read GuideSuspension Pending Investigation
When suspension is appropriate, how to communicate it and what to pay.
Read GuideHandling a Disciplinary Appeal
How to run a fair appeal process and who should hear it.
Read GuideGrievance Raised During Disciplinary
What to do when an employee raises a grievance in the middle of a disciplinary process.
Read GuideBullying and Harassment Grievance
How to handle grievances involving allegations of bullying or harassment.
Read GuideThe Acas Code: Your Baseline for Every Procedure
The Acas Code of Practice on Disciplinary and Grievance Procedures is the benchmark that employment tribunals measure your process against.
Failing to follow the Code does not make a dismissal automatically unfair, but tribunals can increase compensation by up to 25% where an employer unreasonably departs from it. Following it is the single most effective way to protect your business.
ERA 2025: What Changes for Disciplinary Processes
Unfair dismissal protection after 6 months means disciplinary outcomes carry more weight earlier.
Tribunal claim window doubles to 6 months, giving employees more time to bring claims.
Solid disciplinary procedures are your first line of defence.
Read our full ERA 2025 guideFrequently Asked Questions
In disciplinary and grievance situations, yes. Tribunals take the Acas Code directly into account and can adjust compensation by up to 25% for unreasonable failures to follow it.
Only in very limited circumstances. For gross misconduct you can dismiss without notice but you must still investigate and hold a hearing. Summary dismissal without any process is almost always unfair.
It depends on whether the grievance is related to the disciplinary. If it is, you may need to pause the disciplinary to deal with the grievance first. If unrelated, they can usually run in parallel.
Related Scenario Guides
Practical, employer-side guidance on every type of dismissal and employee exit. From fair dismissal procedures to gross misconduct, sick leave dismissal, probation, constructive dismissal and settlement agreements, written exclusively for North West employers.
Practical guidance on managing employee sickness and absence. From short-term absence triggers to long-term sick leave and occupational health referrals.
Get Disciplinary & Grievance Advice Today
Book a free 30-minute consultation with a DaisyHR consultant. We will help you handle the situation correctly from the start.
For ongoing support, our outsourced HR service handles disciplinaries and grievances end-to-end, or our fractional HR director services bring senior HR expertise when you need it at leadership level.
Disciplinary and grievance advice for employers across Bolton, Manchester and the wider North West. · Last reviewed: March 2026