Disciplinary & Grievance Procedures

DISCIPLINARY AND GRIEVANCE PROCEDURES ✓Employer name — effective Policy effective date

These procedures follow the Acas Code of Practice on Disciplinary and Grievance Procedures. A reference to this document must be given to every employee as part of their section 1 Employment Rights Act 1996 written statement; this document itself is not part of any employee's contract of employment.

PART A — DISCIPLINARY PROCEDURE

1. STAGES 1.1. Disciplinary process stages 1.2. In serious cases an employee may be suspended on full pay while an investigation is carried out. Suspension is a neutral act, is not a disciplinary sanction, and is kept as short as reasonably possible.

2. SANCTIONS 2.1. Possible outcomes: Possible sanctions. 2.2. A warning remains active on the employee's record for Warning validity period (months) months, after which it will normally be disregarded for the purpose of deciding further sanctions. 2.3. Gross misconduct may lead to dismissal without notice. Examples include theft or fraud, violence or serious threatening behaviour, serious breaches of health and safety or food hygiene rules, being unfit for work through alcohol or drugs, and serious breaches of confidentiality. This list is illustrative, not exhaustive, and every allegation is investigated before any decision is taken.

3. RIGHT TO BE ACCOMPANIED 3.1. Right to be accompanied

4. APPEAL 4.1. An employee may appeal any disciplinary outcome. Appeals are heard by: Disciplinary appeal heard by, who was not involved in the original decision wherever reasonably practicable. 4.2. An appeal should be made in writing, setting out the grounds of appeal, within five working days of the outcome being notified. A late appeal will still be considered where there is a good reason for the delay.

PART B — GRIEVANCE PROCEDURE

5. RAISING A GRIEVANCE 5.1. Grievances should be raised in writing with: Grievances submitted to. 5.2. A meeting to discuss the grievance will normally be arranged within Grievance meeting arranged within (days) days of it being raised. 5.3. Meeting format: Grievance meeting format

6. GRIEVANCE APPEAL 6.1. If the employee is not satisfied with the outcome, they may appeal to: Grievance appeal heard by.

7. ACAS CODE OF PRACTICE 7.1. Failure by either party to follow a fair process broadly in line with the Acas Code of Practice on Disciplinary and Grievance Procedures may result in an employment tribunal increasing (or, for an employee, reducing) any compensation awarded by up to 25%. Free, confidential advice is available from the Acas helpline and at acas.org.uk.

SIGNATURES On behalf of ✓Employer name ______________

— — — ⚠️ This is a boilerplate template, not legal advice. Employment, consumer-protection, food safety, and health & safety law in the United Kingdom differs between England, Wales, Scotland, and Northern Ireland, and is changing significantly through 2026–2027 under the Employment Rights Act 2025 — have this document reviewed and adapted by a solicitor (and, for disciplinary/grievance matters, checked against the current Acas Code of Practice at acas.org.uk) before use.