Employee Relations Services > Disciplinary Investigations, Hearings + Appeals
Expert support for managing the disciplinary procedure at work
Fair and compliant disciplinary investigations, hearings and appeals
Handling a disciplinary at work is a serious responsibility. Whether you're addressing misconduct, repeated underperformance, or a breach of company policy, it’s essential that your disciplinary procedure is followed correctly and in line with UK employment law and ACAS best practice.
We provide impartial, professional support to guide you through the full process. We work with you from initial investigation to disciplinary meeting, outcome, and appeal, ensuring your approach is fair and legally defensible.
Why disciplinary matters must be managed properly
A well-structured disciplinary procedure protects your organisation from legal and reputational risk, while also upholding a positive workplace culture.
Done right, it:
Reinforces clear expectations and standards
Shows your commitment to fair treatment
Minimises the risk of tribunal claims
Ensures consistent and transparent outcomes
Maintains employee trust and morale
What the disciplinary process typically involves
While every case will follow your internal policy, the typical formal process includes:
1. Investigation
HR or a designated investigator gathers evidence related to the alleged misconduct or issue. This includes reviewing documents and interviewing relevant parties.
2. Report preparation
An investigation report is drafted to outline findings and determine if there’s a case to answer.
3. Disciplinary meeting
The employee is invited in writing to a formal disciplinary hearing. They are given time to review the evidence and bring a representative if they choose.
4. Decision and outcome
Following the disciplinary meeting, a decision is made and confirmed in writing. Disciplinary action may range from a written warning to dismissal, depending on the case.
5. Appeal process
If the employee chooses to appeal — typically within 5–10 working days — a new, impartial manager is appointed. An appeal hearing is held to review the original outcome.
Our team approaches every case with objectivity, confidentiality, and sensitivity — ensuring all parties feel heard and supported.
Flexible support for your organisation
We support:
Employers with no internal HR team or limited capacity
Sensitive or high-risk cases requiring impartiality
Complex cases involving senior staff or reputational issues
Common disciplinary questions
Is underperformance a disciplinary matter?
If feedback has already been given and poor performance continues, then yes — it may trigger a formal disciplinary procedure.
Can disciplinary action be taken for behaviour outside of work?
Yes. If the conduct affects your organisation’s reputation, breaches policy, or damages working relationships, you may still take disciplinary action.
Need help with a disciplinary at work?
Let us help you manage the situation fairly, legally, and with confidence.
From investigation to appeal, we ensure every step is handled with professionalism and care.
Contact Us
Interested in working together? Fill out some info and we will be in touch shortly. We can’t wait to hear from you!
Aliya Vigor-Robertson
Founding Partner
+44 7979 498 455
aliya@journeyhr.com
Sue Shaw
Founding Partner
+44 7939 992 801
sue@journeyhr.com
Location
JourneyHR
5th Floor, High Holborn House
52–54 High Holborn
London WC1V 6RL
Office Hours
Monday–Friday
9am–5.30pm