Disciplinary and Grievance


From time to time employers will find that they have to take action against a member of staff who does something wrong. Dealing with disciplinary matters can sometimes be a source of frustration, anxiety and stress for both the employer and the employee; therefore it is very important that organisations have an effective disciplinary policy for dealing with incidents when they occur and that managers have guidance and training in how to implement them.

There are 5 key issues to consider to ensure you have an effective disciplinary procedure:

  1. Setting standards
  2. Taking early action
  3. Consistency
  4. Effective investigations
  5. Natural & Procedural justice

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A grievance occurs where an employee is aggrieved about an action taken, or not taken, by their employer, line manager or another employee in relation to their employment.

It is in everyone's interest to 'nip problems in the bud' before they get out of hand and risk escalating into bigger issues costing much time, money and stress.  Every employer should have a published, written procedure for dealing with grievances. In addition this should be supported with management training and guidance on how to implement it.  These two aspects will ensure fairness and consistency which are paramount in such matters.

There are some key issues to consider when ensuring the effectiveness of a grievance procedure and its implementation:

  1. Ensure all parties are clear on the nature of the grievance
  2. Deal with grievances swiftly and without unreasonable delay
  3. Ensure the grievance is looked into thoroughly
  4. Treat with confidentiality
  5. Keep accurate records
  6. Have an appeals process

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