Writing disciplinary proceedings
Your disciplinary procedures should follow the Acas code of practice.
The exact rules will depend on your organisation, but could cover things like:
- acceptable and unacceptable behaviour
- absence and timekeeping
- health and safety
- use of phones and the internet
You can't normally discipline or dismiss an employee for whistleblowing (/whistleblowing/).
Your disciplinary rules should give examples of what will be treated as gross misconduct. This is misconduct judged so serious that it's likely to lead to dismissal without notice, eg fraud, theft and physical violence.
Telling employees about disciplinary rules
Your disciplinary rules must be in your statement of employment (/employment-contracts/) or clearly written elsewhere, eg in a staff handbook.
The rules should clearly say when someone might face disciplinary action and what that action could be.
You must also give the name of someone they should appeal to if they're unhappy about a disciplinary decision.
Disciplinary procedures and contracts
If you make your disciplinary procedures part of an employment contract then the employee could make a breach of contract claim against you if you don't follow your procedures.
Example letters and forms
Acas has a number of sample letters and forms for disciplinary proceedings on its website.