Formal disciplinary and grievance procedures
Run a fair formal process when informal conversations haven't worked or a serious issue arises: establish the facts, tell the employee the case in writing with the evidence, hold a meeting with a companion, decide proportionately and consistently, allow an appeal, and record it. Handles grievances the same way, including a grievance raised during a disciplinary. Uses the UK Acas Code as the worked reference; follow your own procedure and local law.
- Level
- Intermediate
- Length
- About 55 minutes
- Contents
- 3 lessons · 1 video · final exam
- Status
- Published · updated 1 Oct 2026
Skills you'll practise
- Distinguish informal action, formal disciplinary action and a grievance, and choose the right route
- Prepare a disciplinary invitation that states the allegation, includes the evidence and explains the right to be accompanied
- Run or support a hearing where the employee can respond before any decision is made
- Choose an outcome that is proportionate and consistent with how similar cases were treated, and record the reasons
- Handle an appeal and a grievance raised during a disciplinary process in line with the procedure
Course outline
- 1.Formal disciplinary and grievance proceduresVideo · 3 min
- 2.When to go formal, and the principlesLesson · 16 min
- 3.Investigation, invitation and hearingLesson · 20 min
- 4.Decisions, appeals and grievancesLesson · 19 min
- 5.Formal disciplinary and grievance procedures: knowledge checkKnowledge check · 15 questions
- 6.Formal disciplinary and grievance procedures: practical exerciseKnowledge check · 1 question
- 7.The seatbelt hearingScenario
- 8.Final exam8 questions · passing it completes the course, so people who already know the material can test out
Sources it draws on
The lessons and questions are written from these references, so learners can go back to the original.
- Acas Code of Practice on disciplinary and grievance procedures (UK example; Acas has consulted on an updated Code, so check the current version)
- GOV.UK: Employment contracts: written statement of employment particulars (UK example)
- EEOC: Prohibited Employment Policies/Practices (US example)
- General HR practice: fair process, confidentiality and documentation. Your own policies and local law apply; involve HR or legal advisers
See it with your own jobs and topics
Tell us about your team and we'll walk you through setup, from choosing jobs to your first skills check.