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Richard Nelson LLP’s expert employment disciplinary solicitors can advise employees on their rights when faced with disciplinary proceedings. We will work with you throughout the process to offer advice and support, helping you to arrive at the best possible outcome. Get in touch to find out more.

We understand that it can be a difficult and uncertain time for you if you are facing disciplinary action. The threat of using your losing your job can be a terrifying ordeal. We recognise that work is more than just about money; it gives you purpose, identity, and social standing.

 

The disciplinary hearing procedure – what’s involved?

Before the disciplinary hearing

Your employer is legally obliged to inform you in writing why you are under investigation and why a disciplinary hearing is taking place. The information they provide must include details regarding:

During the disciplinary hearing

The disciplinary hearing should start with an introduction from your employer, in which they will provide information on all parties involved while explaining the purpose of the meeting and what will be included.

Following this, your employer will then provide justification for the disciplinary case and detail any evidence or complaints they have against you in support of their claim.

You will then have the opportunity to provide a counter-argument, responding to any allegations that have been made against you. You will also have the chance to ask questions while calling upon witnesses and your evidence to support your claim.

Any accompanying colleagues or trade union representatives should also have the opportunity to ask questions and provide evidence to support your claim further if you would like them to.

After the disciplinary hearing

Your employer has to decide the next steps either at the end of the disciplinary hearing, in writing following the hearing or at an entirely separate hearing.

They may impose a penalty on you or decide that no further action is required. However, this will depend on your employment contract and the company’s disciplinary policy. Typical penalties from your employer may involve;

Whatever the outcome of the hearing, you will have the opportunity to appeal your disciplinary, either using your employer’s appeal policy or via a disciplinary outcome letter.

 

Find a workplace disciplinary solicitor near you

debbie hilditch profile picture

Debbie Hilditch
HR Consultant
Sheffield

Kerry Wilson

Kerry Wilson
Consultant Solicitor
Hampshire

Michelle Shore

Michelle Shore
Consultant Solicitor
Sheffield

pam dosanjh profile picture

Pam Dosanjh
Consultant Solicitor
Devon & Cornwall

Get in touch

Contact us today if you are facing disciplinary action while at work so we can discuss your case in greater depth.

  • Request a free call back using the form on this page
  • Phone us during office hours on 0333 888 4040
  • Email us at help@richardnelsonllp.co.uk.

Elizabeth Chuks

Consultant Solicitor

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What We Do

We have extensive experience representing employees facing workplace disciplinary hearings, either by;

  • Helping you present your case to your employer;

  • Examining the investigation/evidence against you to see if your employer has followed the correct procedure.

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