What a fair process looks like
The Acas Code of Practice sets out a fair process: an investigation, written details of the allegations and evidence before the meeting, a meeting where you can respond, a written decision, and the chance to appeal.
Suspension
Your employer may suspend you while they investigate. Suspension should be a neutral act, not a punishment, and it should be as short as possible. You should normally be paid as usual.
Your right to be accompanied
You have a legal right to bring a colleague or a trade union representative to a disciplinary meeting that could lead to a warning or other action. They can put your case, sum it up and talk to you during the meeting, but they can't answer questions for you.
How to prepare
- Read the allegations and evidence carefully.
- Write down your side of events, with dates.
- Gather anything that supports you, such as emails, rotas or witness names.
- Think about anything that explains what happened, such as health, workload or training.
- Take notes in the meeting, and ask for a break if you need one.
After the decision
You should get the outcome in writing. If you disagree, appeal in writing within the time your employer gives, explaining why.
Common questions
Can I bring someone to a disciplinary meeting?
Yes. You can bring a colleague or a trade union representative to a disciplinary hearing that could result in a warning or other action.
Should I be paid while suspended?
Normally yes. Suspension should be a neutral act while the facts are investigated.
Can I appeal a warning?
Yes. You should be given the chance to appeal a disciplinary decision.
References: Acas, Disciplinary procedures; Acas, Acas Code of Practice on disciplinary and grievance procedures; GOV.UK, Disciplinary procedures and action.