Disciplinary rules and procedures

Updating author: Nicola Stibbs

Brightmine editor: Laura Merrylees

Summary

• Disciplinary rules should be carefully drafted to set out the precise standards of conduct and performance required of employees. (See overview)
• The written statement of terms and conditions of employment must include certain information relating to disciplinary rules and procedures. (See Written statement of terms and conditions of employment)
• The principles set out in the Acas code of practice on disciplinary and grievance procedures apply to any disciplinary situation in the workplace, which includes misconduct and/or poor performance. (See Acas code of practice on disciplinary and grievance procedures)
• Disciplinary rules should be set down in writing and specify clearly the types of conduct and performance that are not acceptable in the workplace. (See Drawing up and communicating disciplinary rules and Summary dismissal)
• Employers should be consistent, fair and non-discriminatory when dealing with absence or poor performance. (See Dealing with absence and Dealing with poor performance)
• Criminal convictions or charges pending against an employee should not be treated as an automatic reason for dismissal. (See Criminal charges or convictions outside employment)
• Employers must conduct a fair disciplinary procedure. (See Disciplinary procedure in operation)
• Employers must treat employees fairly and consistently when considering and applying disciplinary sanctions, including the decision to dismiss. (See Disciplinary action)
• Employees should be given the right to appeal against any disciplinary sanction imposed. (See Appeal)