MODEL DISCIPLINARY

PROCEDURE FOR SMALL

ORGANISATIONS
Employers should comply with the Acas Code of Practice for
disciplinary and grievance procedures which can be downloaded
from www.acas.org.uk/dgcode2009. Otherwise they could face
having to pay an increased award at an employment tribunal.
Four key points for a fair disciplinary procedure are:
1. The employee should fully understand the case against him or her.
2. The employee should have an opportunity to state their case.
3. The employee should have an opportunity to appeal against the
decision.
4. The employee should have the opportunity to be accompanied at
any formal meeting if they wish.
It is essential to have discipline and grievance procedures written down
so that everyone is clear about what is required. All new employees
should receive a copy or know where they can get a copy of the
procedures within 8 weeks of starting their employment (as part of the
requirements for the written statement of terms and conditions).
An example model procedure is included below suitable for small
voluntary sector organisations or charities. Employers are entitled to

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adopt more detailed procedures if they wish, so long as they follow the
requirements of the Acas Code.
The disciplinary procedure does not need to be part of the contract of
employment, which makes it easier to change it over time according to
changing needs. Instead it can be referred to in the contract so that
everyone knows about the process.
An example of how this reference can be made within your contract of
employment is found in the PEACe Model Contract of Employment:
“The disciplinary procedure is attached but does not form part of
this contract.”
Disciplinary procedures should be regularly reviewed to make sure they
are relevant and effective. Also ensure that managers and Board
members receive training on operating the procedure.

It is recommended that you obtain a full copy of the Acas Code of

Practice on Disciplinary and Grievance Procedures and also read
the non-statutory Acas Guide to get more comprehensive advice
on how to carry out fair procedures.
To obtain a copy: download from www.acas.org.uk/dgcode2009
All employers must comply with the Code of Practice.

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PLEASE NOTE
The boxes within the model procedure below contain
additional notes and guidance for the employer and should be
deleted from the final document used by your organisation.

Replace the phrase ‘the Organisation’ used throughout the

document, with the name of your organisation.

Model Disciplinary Procedure for Small

Organisations
1 Introduction

The purpose of the Organisation’s Disciplinary Procedure is to help and

encourage all employees to achieve and maintain required standards of
conduct and work performance. The aim is also to ensure that the
Organisation’s services are maintained and effective while all staff are
treated fairly and equitably.

This procedure sets out the action that will be taken in response to
alleged misconduct or poor work performance.

Line managers must ensure that their staff are aware of general and
specific rules, standards and procedures covering work and conduct.
Employees must familiarise themselves with these standards and
procedures and follow them.

In appropriate cases of minor misconduct or unacceptable performance

or behaviour, managers should use informal action before formal
disciplinary action is taken. This may include setting clear targets and
expectations, monitoring progress over a reasonable time period and
providing additional coaching or training.

Informal approaches are encouraged in the Acas Code of Practice for

Disciplinary and Grievance Procedures www.acas.org.uk/dgcode2009. A
quiet word with a staff member or asking for support from a line manager
may be all that is needed.

Some workplace disputes can be resolved through the support of an

independent third party or mediator. Mediation does not decide on who
is right or wrong. Nor can the parties be forced to undertake mediation –

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it must be a purely voluntary process.

But if the issue cannot be resolved informally, formal action might be

necessary.

No disciplinary action will be taken until a case has been thoroughly

investigated. When starting an investigation into an allegation of
misconduct or poor performance, there shall be no assumption that
disciplinary action will automatically follow.

The investigation is a crucial part of the disciplinary procedure. Where a

serious level of disciplinary sanction is being considered, particularly if a
potential dismissal is being considered, the investigating officer should
ideally not be the same person as the person or people who make the
disciplinary decision. However it is recognised that this may not be
possible in very small organisations with limited number of senior managers
and Board members.

In some circumstances, organisations may decide that they want an

external HR consultant to undertake the investigation, but ultimate
responsibility for the nature of the investigation still lies with the employer.
It would not be appropriate to ask an external consultant to undertake
the disciplinary meeting and make any disciplinary decisions on behalf of
the organisation.

The aim of the investigation is to establish the facts before taking any
disciplinary action, and an open mind should be kept. It should be
carried out without unreasonable delay. A fact-finding meeting with the
employee and any witnesses may be necessary, or it may just involve
collation of evidence, whatever is appropriate for the case. But without
some means of establishing the facts through an investigation, any
subsequent decision on dismissal may be unfair.

If an investigation meeting is required with the employee, warn the

employee in advance and allow them time to prepare.

Employees will not normally be dismissed for a first breach of

discipline, except in the case of gross misconduct, when the penalty
will be dismissal without notice and without payment in lieu of notice.

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Sometimes when misconduct is so serious or could have such serious
consequences it would be appropriate to dismiss someone without notice
(sometimes called summary dismissal). However the employer should still
follow a fair procedure with an investigation, an opportunity for the
employee to put their side of the case at a meeting and the right to
appeal as well as the right to be accompanied at the disciplinary meeting
and appeal meeting. It should be made clear to the employee before
the meeting takes place, that dismissal is a possibility. After careful
consideration, a short period of suspension with full pay (see Section 5
below) may be helpful whilst the investigation is taking place.
The reference to summary dismissal in the disciplinary procedure should
ideally be mirrored in the employment contract. The contract clause for
Termination of Employment should include, for example:
“In the case of gross misconduct you may be dismissed without
notice and without pay in lieu of notice” .
Your written procedure should give some examples of the sorts of
misconduct that are considered gross misconduct (see Section 3 below).

The procedure may be implemented at any stage if the alleged

misconduct or poor performance warrants such action.

2 Who is authorised to take disciplinary action?

• Informal action/First warning or Improvement note/Final

warning: Line Manager
• Dismissal: Chief Executive or Chair of the Board of Trustees or
other designated member or members of the Board of Trustees

3 What is gross misconduct?

Gross misconduct is defined as misconduct serious enough to destroy

the employment contract between the Organisation and the employee
which makes further working relationship and trust impossible. Gross
misconduct is normally restricted to serious offences. The principal
reasons for summary dismissal could include but are not limited to:

 criminal offence which affects the individual’s ability to carry out

his/her job;
 physical assault by an employee on any other person;
 theft, misappropriation or unlawful destruction of property: the

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 Organisation’s, employees’ or others’;
 the giving or receiving of bribes or unauthorised gifts;
 serious infringement of safety rules or negligence which causes
unacceptable loss, damage or injury;
 supplying security access codes to any unauthorised person;
 unauthorised disclosure of information or misuse of trust of a
serious nature;
 making malicious or unfounded allegations of a serious nature;
 deliberate falsification of any documents or claims, including time
sheets, overtime or expense forms;
 misconduct at work or away from work of such a serious nature as
to bring into disrepute either the employee’s position or the
organisation;
 serious discrimination relating to a protected characteristic (age,
disability, gender reassignment, marriage and civil partnership,
pregnancy and maternity, race, religion or belief, sex and sexual
orientation);
 harassment of a serious nature;
 deliberately accessing internet sites containing pornographic,
offensive or obscene material;
 persistent alcohol or drug abuse;
 serious or persistent IT misuse:
 engaging in unauthorised employment during hours when
contracted to work for the Organisation or during periods of
designated leave, for example annual or sick leave, time off for
training, etc.;
 failure to disclose unspent criminal conviction(s) or any
convictions, whether spent or not, in respect of posts exempt
under the terms of the Rehabilitation of Offenders Act 1974;
 providing false information on a job application form including false
information concerning immigration status.

4 The procedure

If informal action fails to achieve the required improvement in

performance or behaviour, then this procedure is followed. This
procedure applies to all employees, once their probationary period is
completed. The procedure for probationary employees is described in
Section 6 below.

i. Invitation to a Disciplinary Meeting

Following an investigation the employee should, without
unavoidable delay, be given a letter detailing the allegation, the
possible consequences and inviting them to a disciplinary

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 meeting.

The meeting should ideally be arranged within five to ten working days of
the alleged misconduct or poor performance issue, allowing reasonable
time for the employee to prepare their case.

This will also state that they have the right to be accompanied
by a trade union representative or work colleague at the
meeting.

The employee only has a statutory right to be accompanied by either a

fellow worker, a trade union representative or official employed by a
trade union at a disciplinary or appeal meeting. Any entitlement offered
above this is entirely at the discretion of the employer. This companion
can speak at the meeting on behalf of the employee, but they cannot
answer questions on the employee’s behalf.

You may decide to also allow employees to be accompanied at any

formal investigatory meetings but this is not essential under the Acas
Code.

Where the organisation employs only one worker or in other exceptional

circumstances, you may decide to allow the employee to be
accompanied by a union representative or friend. Similarly you may allow
them to be accompanied by a friend at any Appeal meeting.

You should also consider whether any reasonable adjustments are

required for disabled employees, such as allowing a support worker or sign
language interpreter to attend the meeting.

At the same time the employee will be provided with copies of all
documentation and supporting evidence to be presented at the
meeting.

The employee should receive details about the problem in advance of

any formal meeting to give her/him time to read and digest the
information. To suddenly produce new information or allegations about
an employee at a disciplinary meeting is likely to be seen as
unreasonable.

It will be unusual for witnesses to give oral evidence at a disciplinary

hearing but if witnesses are to be called the employee should be notified

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in advance.

The notification letter should also explain the possible consequences such
as a potential warning or dismissal.

If an employee fails to attend a disciplinary meeting, you should try and

rearrange the meeting at least one more time. If the employee continues
to be absent but has a good reason such as sickness (including stress-
related illness), it would be good practice to be more flexible about
rearranging the meeting more than once if possible, or you could offer to
hold the meeting at a place or time more convenient to them, or allow
them to provide their response in writing or via their representative.

Ultimately, the employer can go ahead with the meeting in the absence
of the employee and make a decision based on the information they
have, as long as the employee has been given every opportunity to
participate and put their side of the case. The employee should be
warned that this will happen should they not turn up again. The employer
should also consider any written representations made or representations
made by the representative if they attend alone.

ii. Disciplinary Meeting

Where possible, a note-taker, who must be uninvolved in the
case, will take down a record of the meeting.

If there are any witnesses, they should not be present

throughout the meeting. They should be called in, one by one,
to give their evidence and asked to leave once they have done
so.

The Line Manager (or Chair of the Board of Trustees as

appropriate) will open the meeting with an explanation of its
purpose and will read aloud the allegations.

The employee and her/his representative can ask questions

including of any witnesses called.

The Line Manager/Chair will then ask the employee if s/he

wishes to take the opportunity to respond to the allegations or
concerns or if there are any mitigating circumstances to be taken
into account. The Line Manager/Chair may question the
employee and any witnesses called.

The Line Manager (or Chair) will summarise the main points of

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 the discussion and ask the employee if they have anything
further to say.

The Line Manager (or Chair) will then consider the details heard
in private. S/he must decide whether the case against the
employee has been established on the balance of probabilities,
i.e. whether misconduct is confirmed or the employee’s
performance is found to be unsatisfactory.

If this is the case, when they are considering appropriate

disciplinary action, s/he should also consider any special,
mitigating circumstances, the employee’s previous disciplinary or
performance record, how the Organisation has dealt with similar
cases in the past and whether the proposed action is reasonable
in view of all the circumstances.

The Line Manager (or Chair) shall give the employee written
confirmation of the decision normally within five working days of
the meeting. This will include notifying the employee of her/his
right of appeal and the procedure to be followed.

The employee should be informed in writing of any decision on whether

disciplinary action is appropriate and how long the penalty will last, the
improvement expected, the time period for improvement, and the
procedure and time limits for appeal.

If the decision is to be dismissal, the employee should be notified as

quickly as possible, explaining the reasons for the dismissal and the date
when the employment will end.

iii. Disciplinary Action

If following the disciplinary meeting it is decided to take action,
one of the sanctions below may be applied.

Stage 1 - Written Warning

If conduct does not meet acceptable standardsthe employee will
normally be given a written warning by his/her supervisor/line
manager. S/he will be advised of the reason for the warning,
that it is the first stage of the disciplinary procedure and of their
right of appeal. A copy of this written warning detailing the
complaint; the change in behaviourequired; and dates for review
will be kept in the employee’s personal file but will be
disregarded for disciplinary purposes after a specified period.

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 Or
Improvement Note for Unsatisfactory Performance
If performance does not meet acceptable standards the
employee will normally be given an improvement note by his/her
supervisor/line manager. S/he will be advised of the reason for
the note and of their right of appeal. A copy of this note
detailing the performance problem; the improvement required;
the set timescale for improvement; and dates for review will be
kept in the employee’s personal file but will be considered spent
after a specified period – subject to achieving and sustaining
satisfactory performance.

The Acas Code does not specify a particular period to consider warnings
or improvement notes to be ‘live’. The specified period could depend on
the seriousness of the offence but must be consistent with past practice.

The Acas guidance accompanying the Code, when referring to the first
warning/improvement note states “A record of the warning should be
kept, but it should be disregarded for disciplinary purposes after a
specified period (e.g., six months).”

The guidance also goes on to state that “a copy of the note should be
kept and used as the basis for monitoring and reviewing performance
over a specified period (e.g. six months).”

Stage 2 – Final Written Warning

If performance is still unsatisfactory or if a further misconduct
occurs, or if the misconduct is sufficiently serious to warrant only
one written warning but insufficiently serious to justify dismissal
(in effect both first and final written warnings), the employee will
be given a final written warning. This will give details of the
complaint; the improvement required; the set timescale for
improvement; and dates for review. It will warn that dismissal
may result if there is no satisfactory improvement and will
advise of the right of appeal. A copy of this final written warning
will be kept on file but will be disregarded for disciplinary
purposes after 12 months (in exceptional cases duration may be
longer) subject to achieving and sustaining satisfactory conduct
or performance.

The Acas guidance accompanying the Code, when referring to the final
warning/improvement note gives an example of a specified period of 12
months for final written warnings.

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However you could state “a period to be specified by the decision maker
at the time the final warning/note is given” and therefore it could depend
on the seriousness of the offence but must be consistent with past
practice.

Stage 3 - Dismissal
If conduct or performance is still unsatisfactory and the
employee fails to reach the prescribed standards, or if the
offence constitutes gross misconduct, dismissal will normally
result. The employee will be provided as soon as reasonably
practicable with written reasons for dismissal, the date on which
his/her employment will terminate and be advised of the right of
appeal.

Note that employees with at least two years’ continuous service have the
right, on request, to have a written statement of particulars of reasons for
dismissal. Any employee who is dismissed while pregnant or on
maternity/adoption leave must be given a written statement of the
reasons for dismissal, whether or not requested and regardless of length of
service.

The Acas Code of Practice on Discipline and Grievance states that an

employee must be informed of the reasons for dismissal as soon as
possible, and it is always best to put this in writing. In practice, therefore, it
is advisable to provide written reasons for dismissal in all cases.

iv. Appeal

An employee may appeal against the decisions of the disciplinary

meeting taken under this procedure to the Chair of the Board of
Trustees, or if the Chair has already been involved in an earlier
stage of the procedure, to the Vice-Chair of the Board of
Trustees.

The employee wishing to appeal against a disciplinary decision,

must do so in writing within five working days of receiving
written notification of the disciplinary action, stating the reasons
for the appeal. Any documents submitted in support of the
appeal must be attached.

Arrangements for the appeal meeting will be made by the Chair

(or Vice-Chair if appropriate) who will ensure that a note-taker is

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 present if possible. The appeal meeting should be held without
unavoidable delay. Where possible, at least two members of the
Board will constitute an Appeal Panel and excluding any who
line-manage the employee and who made the decision which is
the subject of the appeal.

Ideally the manager or Board members who will deal with the appeal,
should not have undertaken the original investigation or made the original
disciplinary decision. But this may not always be possible for small
organisations, in which case they should try to approach the appeal in as
unbiased and open-minded a manner as possible.

The decision following the appeal meeting should be given in writing to

the employee.

The decision of the Appeal Panel or person hearing the appeal

shall be final.

5 Suspension

Suspension without pay is regarded as a form of penalty once a

disciplinary decision has been made. It can only be used if it is expressly
mentioned in the employee’s contract of employment otherwise the
employee could take action for breach of contract.
If you wish to include this provision the contract should state:
“The Organisation may suspend you from work on full, reduced or nil pay
during an investigation or disciplinary proceedings.”
Suspension with pay for a reasonable period will not be in breach of
contract where the allegation is of a serious nature. However, you are still
advised to include this option within your contract of employment, e.g.:
“The Organisation may suspend you from work on full pay during
disciplinary proceedings.”
It is part of the disciplinary procedure but it is not a penalty. The
suspension period should be kept to a minimum and the investigation
should be carried out speedily.

Suspension is not a disciplinary action and will normally be on full pay.

It should only take place where it is considered that the employee may
impede the disciplinary investigation or commit further offences if
he/she remains at work.

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The Chief Executive or Chair of the Board of Trustees will inform the
employee in writing that s/he is to be suspended immediately: stating
the nature of the alleged offence, the purpose of suspension, and its
anticipated duration.

Suspension in these circumstances should be no longer than required

to complete the investigation.
If, on completion of the investigation and the full disciplinary
procedure, the organisation is satisfied that gross misconduct has
occurred, the result will normally be summary dismissal without notice
or payment in lieu of notice.

6 Probationary employees

This full procedure does not apply to probationary employees.

However in all cases the requirements as outlined in the Acas Code of
Practice on Disciplinary and Grievance Procedures must be followed.

The Line Manager of a probationary employee will assess the

employee’s performance through the probationary supervision and
review process. Warnings will normally be given to employees before
any final action being taken should there be concerns about
performance or conduct.

Where dismissal of the probationary employee is considered due to

unsatisfactory performance or conduct, or in cases of gross
misconduct, the employee will be notified in writing of the problem,
the time and venue for the probationary review meeting, their right to
be accompanied by a trade union representative or a work colleague of
her/his choice and the potential dismissal outcome. A meeting will be
held and the employee will be entitled to appeal.

If the employee wishes to appeal against the dismissal, he/she must

do so in writing to the Chair within five working days of receiving
written notification of the dismissal, stating the reasons for the appeal.
Any documents submitted in support of the appeal must be attached.

Arrangements for the appeal hearing will be made by the Chair who
will ensure that a note-taker is present if possible. Where possible, at
least two members of the Board will constitute an Appeal Panel and
excluding any who line-manage the employee and who made the
decision which is the subject of the appeal. The employee may be
accompanied by a trade union representative or a work colleague of

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his/her choice at any appeal hearing.

The decision of the Appeal Panel or person hearing the appeal shall be
final.

© LVSC PEACe, April 2014

LVSC’s Personnel, Employment Advice and Conciliation Service

The material in this document does not give a full statement of the law,
nor does it reflect changes after April 2014. It is intended for guidance
only and is not a substitute for professional advice. No responsibility for
loss occasioned as a result of any person acting or refraining from
acting on the basis of this material can be accepted by the author or by
LVSC or by Russell-Cooke LLP.

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