“EMPLOYERS WHO PUT A FAIR BUT ROBUST SET OF DISCIPLINARY & GRIEVANCE PROCEDURES IN PLACE, WHO ADHERE TO THOSE POLICIES AND PROCEDURES AND IMPORTANTLY WHO ALSO TRAIN KEY STAFF MEMBERS IN THEIR IMPLEMENTATION AND APPLICATION TEND TO BE HAPPIER WORKPLACES, HAVE LOW STAFF TURNOVER AND FACE FEWER EMPLOYMENT RELATED CLAIMS”
Handling workplace disciplinary & grievance issues
Businesses and organisations need to manage disciplinary and/or grievance issues effectively so that they can minimise the risk of disputes escalating and spiralling out of control.
A firm, fair and even-handed approach to disciplinary and grievance related issues also helps to develop, define, and maintain a healthy organisational culture with employees understanding what’s expected of them and the process that needs to be followed if they have employment related concerns of their own.
POLICIES & PROCEDURES
The first step in ensuring that disciplinary & grievance issues are managed and handled effectively is for businesses and organisations to make sure that they have a clear and well written set of policies rules and procedures in place. In our view, it’s really important to make sure that these are tailored to the individual and requirements or your own business and organisation.
Clear and well-drafted procedures are key as they enable employers to set internal conduct related expectations. They also define the process that will be followed and in the case of misconduct the sanctions that may be applied whenever an individual’s conduct is found to have fallen below the employer’s defined standards. outline the disciplinary actions in place should employees fail to meet the specified standards.
Employers who establish clear and effective disciplinary procedures and ensure that disciplinary or grievance related issues are properly and effectively dealt with when they arise tend, in our experience, to significantly reduce the prospect of having to deal with Employment Tribunal claims.
We can review your existing disciplinary and grievance procedures and update them or work with you to put a new and more effective set of rules and procedures in place.
HOW WE HELP
We’re expert disciplinary & grievance solicitors and lawyers. We’ve helped numerous businesses and organisations handle disciplinary and grievance issues ranging from relatively minor issues (e.g., unacceptable behaviour or timekeeping) to serious disciplinary issues involving allegations of fraud, criminal conduct and complex grievances related allegations of discrimination, harassment, and whistleblowing.
Examples of the different types of disciplinary & grievance related services that we provide include:
Drafting new and/or improved disciplinary and grievance rules and procedures:
Training internal HR teams and management staff to help them investigate and handle disciplinary and grievance processes effectively.
Providing ongoing advice and support in relation to relevant legal and/or HR related issues relating to intended or ongoing disciplinary or grievance related investigations or issues:
Advice concerning related issues including protected conversations, exit negotiations, settlement agreements and the defence of Employment Tribunal claims: and
Ensuing that your disciplinary and grievance related processes and procedures are aligned with the ACAS Code of Practice on disciplinary and grievance procedures.
“Harrington Law are a very supportive firm they are always available to help and have provided us with valuable advice ranging from employment law to data protection which has covered disputes, tribunals and contract reviews. Both Nathan and Brian are fantastic to work with and I highly recommend their service.”