Cookies and privacy

Home
Contact
Us
User
Guide

Log in

Introducing XpertHR
Strategy & Practice
Employment Law
Good Practice Guides
Benchmarking
Recruitment
Pay & Benefits
International
Liveflo
Training
Policies & Documents
How To
FAQs
Line Manager Briefings
Employment Intelligence blog
Help
Help or advice is
available when you
see this icon
XpertHR Feeds
Key to Icons

Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.


Topics
Search
Latest
Suggest

Why is it important for employers to have clear disciplinary rules and procedures?


What are an employer's minimum obligations with regard to disciplinary rules and procedures?

The written statement of terms and conditions of employment issued to an employee must include a note specifying any disciplinary rules and any procedures applicable to the taking of dismissal or disciplinary decisions with regard to him or her. It must also give the name or job title of a person within the organisation to whom the employee may apply if he or she is dissatisfied with any disciplinary decision relating to him or her, or any decision to dismiss him or her. It must also explain any further steps consequent on any such application, or refer the employee to a document that explains them and is reasonably accessible.

Want to see more?

login arrow blue

XpertHR provides answers to more than 1,000 FAQs. But that's not all...
Request a demo today to find out how XpertHR can benefit your organisation

Which areas should be covered in a company's disciplinary rules?

Is there a minimum disciplinary procedure that employers must follow?

What are the pros and cons of making a disciplinary procedure contractual?

In what circumstances can a misconduct issue be resolved informally?

In what circumstances will it not be appropriate to try to resolve an issue of misconduct on an informal basis?

If, during informal discussions about a disciplinary issue, it becomes apparent that the matter may be more serious than first envisaged, what steps should the employer take?

Does an employee have the right to be accompanied by a colleague or trade union official at an informal meeting to discuss minor misconduct?

Should employers have written rules on work-related social events?

Can employers discipline pregnant employees?

Where an employee who is subject to disciplinary proceedings is a trade union representative, what additional steps should the employer take?

Can an employer dismiss an employee who has less than the service required to claim unfair dismissal without following its disciplinary procedure?

Will invoking the company disciplinary procedure be the best means of dealing with all instances of absence and poor performance?

Is there a set number of warnings that an employer must give an employee prior to dismissal?

What should an employer do on becoming aware that an employee has committed an act of misconduct?

What is gross misconduct?

What can an employer do where it suspects that an employee has committed an act of gross misconduct, but has no concrete proof?

When is it appropriate to suspend an employee who is suspected of misconduct?

Are there circumstances in which an employer can suspend without pay pending a disciplinary hearing?

1  2  3  4  5  6  Next
Top