Disciplinary, Appeals and Dismissal Solicitor

Before beginning disciplinary proceedings, your employer will generally write you a letter explaining the nature of the problem and the factors that have led to this position. They should outline their allegations about your misconduct or capability/performance and the consequences of the alleged behaviour. The letter should give you sufficient information to formulate an explanation prior to the meeting.Following written notification, your employer will arrange a disciplinary meeting at which they will show evidence of the complaint against you. It is very important that you attend this meeting. It is your statutory right to be accompanied at the hearing although you must request this in advance. If you are a member of a trade union, it is recommended that your companion at the meeting should either be a trade union representative or official.

At the meeting, the person accompanying you can:
- Represent you
- Confer with you during the hearing
- Sum up or present your case

Following the meeting, your employer should tell you the outcome without any unreasonable delay. Your employer must confirm their decision in writing and it can include: a demotion, a dismissal, a verbal warning, a written warning or a final warning. Alternatively, it is possible that your employer will take no disciplinary action and will instead take steps to resolve the situation, which led to the disciplinary

You may feel that your employer’s disciplinary action is unjust or wrong. If this is the case, you should appeal against their decision. To do this, you should write an appeal letter to your employer explaining why you do not agree with their findings. Your employer should then arrange an appeal hearing and where possible, they should appoint the appeal hearing to a manager who was not previously involved with the disciplinary hearing.Like the original disciplinary meeting, the appeal hearing also allows you to take a companion to answer on your behalf, to confer with and to present your case.