How To Run A Disciplinary Hearing UK

The Steps

1. 1

   Investigate first

   Appoint an investigator (different person from the hearing manager). Gather evidence, take witness statements, review any policy or contract terms allegedly breached.

2. 2

   Decide if a hearing is needed

   Not every issue warrants a disciplinary. Could it be informal coaching, mediation or a performance review instead? Document why you escalated.

3. 3

   Send the invite letter

   In writing, with at least 48 hours notice. Include: the allegations, all evidence and witness statements, possible outcomes (including dismissal if relevant), the right to be accompanied by a colleague or trade union rep.

4. 4

   Hold the hearing

   Two managers present (chair and notetaker). Read the allegations. Present evidence. Let the employee respond and call witnesses. Adjourn before deciding.

5. 5

   Decide proportionate sanction

   Consider: severity, intent, previous record, mitigating circumstances, consistency with similar cases. Sanctions: no action, verbal warning, written warning, final written warning, demotion, dismissal.

6. 6

   Issue outcome in writing

   Within 5 working days. State the decision, reasons, sanction duration, and right of appeal with deadline (usually 5 working days).

7. 7

   Handle the appeal

   Heard by a more senior manager not involved in the original decision. Same procedural standards. Appeal outcome is final internally.