Disciplinary Action

Expert advice and representation at disciplinary hearings.

There is nothing more serious than a disciplinary meeting that could end up with you losing your job. At such a meeting it’s important that you’ve got the best representation money can buy. The Advocate Partners have over 40 years of successfully representing thousands of employees – from senior executives to junior employees – in a range of disciplinary meetings. 

When it comes to representing employees, we may not be the cheapest, but we are the best at what we do.

Disciplinary Meetings

Most employers will use a disciplinary procedure that includes three types of meetings which you could be asked to attend.

The Investigation Meeting

As the name implies this is the investigation and evidence gathering part of the disciplinary process. The employer will gather evidence to determine whether formal charges should be brought against you.

Whilst we won’t be able to attend the meeting, with the support from one of our representatives we can help you to prepare for the type of questions that will be asked. Equally, there may be circumstances which stop you attending such a meeting in person, and we can help you reply in writing to the questions raised by your employer.

Informal Meeting

A meeting like this is likely to be held when your employer wants to warn you that if your behaviour doesn’t change, then it could result in formal disciplinary action being taken against you. You’re not entitled to represented at this stage, although some employers do allow that, but it’s still important that you get our advice and support to avoid the situation turning into something much worse.

Formal Meeting

At this meeting you do have the right to be represented and it’s important that you get the best representation possible. You will receive a letter from your employer inviting you to a meeting and setting out the allegations that are being made against you. In that letter it will set out what the consequences will be of you being found guilty. There are two types of charges: misconduct and gross misconduct. Misconduct is a minor breach of your contract and normally means a formal written warning telling you that the offences must not be repeated within 6 or 12 months. Gross Misconduct is far more serious and could result in your dismissal.

Appeal Hearing

Once you have had the formal meeting the Hearing Manager will decide whether to uphold the allegations against you and what sanction to impose.

If you disagree with the Hearing Manager’s findings and/or the sanction you have the right to appeal. That appeal must be heard by someone not previously involved in the case and must be more senior in grade than the original Hearing Manager.