Editor's message: If your organisation is considering taking disciplinary action against an employee, it is essential that you carry out an adequate investigation, to establish the relevant facts before making a decision as to whether or not to proceed.
Even if you're sure you already know what happened, and it seems obvious that disciplinary action is required, a failure to carry out an investigation could lead to you having to compensate the employee for a procedurally unfair dismissal.
You should follow the principles of the Acas code of practice on disciplinary and grievance procedures when deciding on the extent of the investigation and who should carry it out. Your investigation is likely to include interviews with the employee concerned and any witnesses to the alleged misconduct, as well as consideration of any relevant documents.
Susie Munro, senior employment law editor
Updated to include information on Adeshina v St George's University Hospitals NHS Foundation Trust and others, in which one of the issues the Court of Appeal considered was fairness in an appeal process.
Ashok Kanani reviews three noteworthy cases that provide lessons for employers on their disciplinary procedures.
In this week's feature-length podcast, we are joined by special guests Nicky Stibbs and Max Winthrop to discuss some common areas of concern around the termination of employment.
Suspending an employee suspected of misconduct can have a serious impact on their reputation, so it shouldn't be automatic in every disciplinary investigation. So when should you suspend an employee during a disciplinary investigation and how should you go about it?
On this week's XpertHR Weekly, we discuss misconduct dismissals and the process that employers should follow.
The High Court has held that an employer breached its implied duty of trust and confidence towards an employee who was not allowed to be accompanied at a disciplinary investigation by his choice of companion.
Additional information on the law on disciplinary rules and procedures for local authority employers, including Green Book provisions and the involvement of councillors. To be read in conjunction with the general information on the law on disciplinary rules and procedures.
Additional information on the law on forms of termination for local authority employers, including termination of employment of the head of paid service, monitoring officer or s.151 officer and continuation of employment pending an appeal. To be read in conjunction with the general information on the law on forms of termination.
In Shrestha v Genesis Housing Association Ltd  IRLR 399 CA, the Court of Appeal held that an employer's investigation into an employee's inflated mileage claims was reasonable, even though it had not investigated in detail every implausible explanation offered by the employee.
HR and legal information and guidance relating to disciplinary investigations.