Discipline and grievance procedures ― general requirements

Produced by Tolley in association with

Employment Tax

Guidance

Many employers have their own procedures for dealing with disciplinary issues through which employees can raise grievances. These tend to be contained in employee handbooks or staff manuals. In some organisations they may be made available by alternative means, such as on corporate intranets.

It is preferable for all employers to implement well-drawn, written disciplinary and grievance procedures for at least three reasons:

They provide a clear framework for both employer and employee to assist in the efficient and systematic resolution of grievances and disciplinary issues	Both employer and employee should know where they stand at any given point in the procedure, what their rights and entitlements are under it, and what should occur next to resolve the issue
Provided they are followed, they can protect the employer against the pitfalls of a poor procedural approach if the parties end up litigating issues that cannot be resolved	Operating a full, fair procedure is a central consideration in unfair dismissal scenarios. In order to be fair, a dismissal

Continue reading the full document

To gain access to additional expert tax guidance, workflow tools, generative tax AI, and tax research, register for a free trial of Tolley+™

TAKE A FREE TRIAL NOW

Becky Lawton

Associate Solicitor at Charles Russell Speechlys LLP

Becky is a member of the Employment, Pensions & Immigration group and advises on all aspects of employment law, both contentious and non-contentious.On the contentious side, she has expertise in dealing with a broad range of employment tribunal claims, including unfair dismissal, discrimination on the grounds of age, sex and disability, part-time working and unlawful deductions of wages.Her non-contentious experience includes drafting and advising on a wide range of employment contracts, consultancy agreements and company policies and procedures.Becky also advises in relation to post-termination disputes with former senior executives and regularly advises on settlement negotiations and severance terms.She regularly publishes articles on all aspects of employment law, speaks at seminars and provides bespoke client training.

Popular Articles

Owner-Managed Businesses

Class 4 national insurance contributions

Class 4 national insurance contributionsWhat is Class 4 NIC?Class 2 and Class 4 national insurance contributions (NIC) are paid by self-employed individuals and partners in a partnership on their profits arising within the UK. This guidance note considers Class 4 contributions. For Class 2

14 Jul 2020 11:13 | Produced by Tolley Read more

Personal Tax

Married couple’s allowance

Married couple’s allowanceThe married couple’s allowance (MCA) is only available if one of the two spouses or civil partners was born before 6 April 1935. This means that one member of the couple must be at least 89 years old on 5 April 2024 to qualify for an allowance in the 2023/24 tax year.There

14 Jul 2020 12:13 | Produced by Tolley Read more

Owner-Managed Businesses

Capital allowances on cars

Capital allowances on carsSummary of capital allowances on carsThe current capital allowance rates applicable to cars are as follows:Pool typeDescription of carRateLegislationMain rate poolNew and unused cars with CO2 emissions of 50g/km and below 18%CAA 2001, s 104AASecondhand cars with CO2

14 Jul 2020 11:08 | Produced by Tolley Read more

Autumn Budget 2024

��Ƶ