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?


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

When drawing up disciplinary rules employers should aim to specify clearly and precisely the rules necessary for the efficient and safe performance of work and the maintenance of satisfactory relations within the workplace. Typical rules will cover misconduct, substandard performance, harassment or victimisation, misuse of company facilities, poor timekeeping and unauthorised absence.

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

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