Understanding Disciplinary Meetings
A disciplinary meeting is a formal meeting at work where your employer discusses concerns about your behaviour, performance, or attendance. It is usually part of a structured process set out in your employer’s disciplinary policy and follows the principles of fairness set out in the ACAS Code of Practice on Disciplinary and Grievance Procedures.
Employers may call a disciplinary meeting for several reasons, including:
Misconduct: This covers issues like repeated lateness, breaches of company policy, inappropriate behaviour, or misuse of company property.
Poor performance: If your work is not meeting the required standards, your employer may raise this in a disciplinary meeting.
Unauthorised absence: Frequent or unexplained absences can also trigger disciplinary action.
Other reasons: More serious matters, such as gross misconduct (for example, theft or violence), may result in a disciplinary meeting and could lead to dismissal.
Your employer should have investigated the issue before the meeting and provided you with clear information about the concerns and any evidence they have.
The disciplinary process is designed to be fair and transparent. Typically, it involves:
Investigation: Your employer looks into the issue to gather facts.
Notification: You are informed in writing about the concerns, the date of the meeting, and your right to be accompanied by a colleague or trade union representative.
The disciplinary meeting: You have the opportunity to respond to the concerns, present your side, and ask questions.
Outcome: After the meeting, your employer decides on any action, which could range from no action to a warning or even dismissal, depending on the severity of the issue.
Appeal: You have the right to appeal the decision if you believe it was unfair or the process was not followed properly.
Employers must follow a fair procedure as outlined in the Employment Rights Act 1996 and the ACAS Code of Practice. Failing to do so could make any disciplinary action taken against you unfair and open to challenge.
A fair disciplinary process protects both you and your employer. It ensures you have a chance to put your case forward and that decisions are made based on evidence, not assumptions. If your employer does not follow the correct process, you may have grounds to appeal or claim unfair dismissal at an employment tribunal.
For more information on how disciplinary meetings work and your rights throughout the process, see our main page on disciplinary meetings.
Your Rights Before and During a Disciplinary Meeting
Before attending a disciplinary meeting at work, it’s important to know your legal rights and what you can expect during the process. Understanding these rights can help you prepare effectively and ensure you are treated fairly throughout.
Your employer must inform you in writing about the issues or allegations being raised against you before the meeting takes place. This is a key requirement under the ACAS Code of Practice on Disciplinary and Grievance Procedures. You should receive clear details about the nature of the concerns, any possible consequences, and enough information to allow you to prepare a response. If you do not receive this information, you should ask for it before the meeting.
You have the right to be accompanied at a disciplinary meeting by either a colleague or a trade union representative. This right is set out in Section 10 of the Employment Relations Act 1999. Your companion can support you, take notes, and speak on your behalf, but they cannot answer questions for you. For more details on who you can bring and how they can help, see who can accompany you to a disciplinary meeting.
You are entitled to see any evidence or documents your employer plans to use in the meeting. This includes things like witness statements, emails, or attendance records. Reviewing these materials in advance gives you the chance to prepare your response and gather your own evidence if needed. If you haven’t received the relevant documents, ask your employer to provide them before the meeting.
If your disciplinary meeting is related to raising concerns about wrongdoing at work (whistleblowing), you have additional legal protections. The law makes it unlawful for employers to treat you unfairly or dismiss you because you have made a protected disclosure. For more information on your rights in these situations, visit our page on whistleblowing protections.
It’s important to review your employment contract and terms before the meeting. Your contract may include specific procedures your employer must follow in disciplinary cases, as well as details about your rights and obligations. Knowing these details can help you identify if your employer is following the correct process and whether your rights are being respected.
You are entitled to fair treatment throughout the disciplinary process. This means your employer must follow a reasonable and transparent procedure, give you the opportunity to explain your side, and consider all the evidence before making any decisions. If you feel the process is unfair or discriminatory, you may have grounds to challenge the outcome or seek further advice.
Remember, disciplinary meetings can feel daunting, but knowing your rights and preparing in advance can make a significant difference. If you’re unsure about any aspect of the process or your rights, consider seeking independent advice or support.
How to Prepare for the Meeting
Preparing thoroughly for a disciplinary meeting can make a significant difference to the outcome and help you feel more confident throughout the process. Here are the key steps you should take to get ready:
Start by carefully reading the invitation letter from your employer. This should outline the reason for the meeting, any allegations against you, and the time and place of the meeting. By law, your employer must provide enough information for you to understand the case against you (as set out in the ACAS Code of Practice on Disciplinary and Grievance Procedures). Alongside the invitation, you should receive copies of any evidence your employer intends to use, such as witness statements, emails, or company policies. Take time to review these documents thoroughly, making notes of anything you disagree with or wish to clarify.
Write down your own account of what happened, including dates, times, and any relevant details. This will help you stay focused during the meeting and ensure you don’t forget important points. If you have any evidence to support your case—such as emails, messages, or records—gather these and organise them clearly. Bring copies with you to the meeting in case you need to refer to them.
You have the legal right to be accompanied at a disciplinary meeting by either a colleague or a trade union representative under Section 10 of the Employment Relations Act 1999. Having someone with you can provide support, take notes, and help you stay calm. For more on your options and the benefits of bringing a colleague or trade union representative, see our dedicated guidance. If you are a union member, your union can also offer trade union support and guidance throughout the disciplinary process, including advice before and after the meeting.
Think carefully about how you will respond to the allegations. Prepare clear, honest explanations for each point raised by your employer. Practise staying calm and respectful, even if you feel the process is unfair. If you are asked questions, answer them as clearly and directly as possible. It can help to write down key points or questions you want to raise, so you don’t forget them during the meeting.
Before the meeting, familiarise yourself with the range of possible outcomes. These can include no further action, a verbal or written warning, suspension, demotion, or dismissal, depending on the seriousness of the issue. Your employer should explain what could happen and what the next steps will be. Knowing what to expect can help you prepare emotionally and practically for any result.
Get a good night’s sleep beforehand so you can think clearly.
Arrive on time, or a little early, to avoid unnecessary stress.
Bring all relevant documents, your notes, and a pen and paper for taking notes during the meeting.
Dress appropriately for your workplace, as this can help you feel more confident.
Take deep breaths and try to stay calm, even if the discussion becomes challenging.
By following these steps, you’ll be better equipped to present your case and protect your interests during the disciplinary meeting. If you have further questions about the process or need additional help, explore our resources on disciplinary procedures and workplace rights.
What to Expect During the Meeting
A disciplinary meeting is a formal part of your employer’s process for dealing with concerns about your conduct or performance at work. Understanding what happens during the meeting can help you feel more prepared and confident.
Typical Structure of a Disciplinary Meeting
Most disciplinary meetings follow a clear structure, in line with the Acas Code of Practice on disciplinary and grievance procedures. Here’s what you can generally expect:
Introduction: The person chairing the meeting (often your manager or an HR representative) will explain the purpose of the meeting and introduce everyone present, including any note-taker or your chosen companion.
Employer’s Case: Your employer will set out the concerns or allegations against you. They should explain what has led to the disciplinary action and share any evidence they have, such as emails, witness statements, or records of previous incidents.
Your Response: You will have the opportunity to respond to each point. You can give your explanation, provide your own evidence, or clarify any misunderstandings. This is your chance to put forward your side of the story.
Questions and Discussion: Both you and your employer can ask questions or seek clarification about the issues raised. This helps ensure all relevant information is considered.
Summary and Next Steps: At the end, the chair will summarise what’s been discussed and explain what will happen next. Usually, the decision is not made during the meeting – you should be told when you can expect an outcome.
Presenting Concerns and Evidence
Your employer must clearly explain the reasons for the meeting and present any evidence they are relying on. This could include documents, records, or witness accounts. You should have received copies of this evidence before the meeting so you have time to review it and prepare your response.
Your Right to Respond
You have a legal right to explain your side and respond to any allegations. You can raise questions, challenge evidence, and present your own information or witnesses if relevant. It’s important to use this opportunity to clarify any points you disagree with and highlight any mitigating circumstances.
The Role of Your Companion
If you are an employee or worker, you have the right under section 10 of the Employment Relations Act 1999 to be accompanied by a colleague, trade union representative, or official at the meeting. Your companion can take notes, offer support, and speak on your behalf (with your agreement), but they cannot answer questions for you. Having a companion can help you feel more comfortable and ensure the process is fair.
Notes and Minutes
Usually, a note-taker will record what is discussed during the meeting. These notes (or minutes) are important because they provide an official record of what was said and agreed. You should be given the chance to review and comment on the notes after the meeting—make sure they accurately reflect your responses and any key points. If you disagree with the notes, raise your concerns promptly.
The Meeting Is Not the Final Decision
It’s important to remember that the disciplinary meeting is your chance to hear the case against you and to respond. No final decision should be made until after the meeting, once everything has been considered. This process is designed to be fair and balanced, giving you the opportunity to address the concerns before any outcome is decided.
Being well-prepared and understanding what to expect can help you present your case clearly and protect your interests during the disciplinary process.
After the Disciplinary Meeting
Once your disciplinary meeting has finished, your employer will review everything discussed before making a decision. This decision could range from taking no further action, issuing a verbal or written warning, suspending you, or, in more serious cases, dismissing you from your job. The specific outcome should be fair and reasonable, taking into account the evidence presented and any mitigating factors you raised.
Your employer must inform you of the outcome in writing, usually in a decision letter. According to the ACAS Code of Practice on Disciplinary and Grievance Procedures, this letter should clearly explain:
What decision has been made (for example, a warning or dismissal)
The reasons for the decision
Any evidence considered in reaching the outcome
The consequences, such as the length of a warning or any conditions attached
Your right to appeal and the process for doing so
Take time to read the letter carefully. If anything is unclear, you have the right to ask your employer for clarification.
If you agree with the outcome, you may simply need to follow any instructions or improvements set out by your employer. However, if you believe the decision is unfair or not supported by the evidence, you have the legal right to appeal. The ACAS Code recommends that all employers offer an appeal process, and it’s important to follow the steps outlined in your decision letter if you wish to challenge the outcome.
You might want to appeal if:
You feel the evidence was not properly considered
New evidence has come to light
The disciplinary procedure was not followed correctly
The penalty is too severe for the alleged misconduct
For detailed guidance on how to challenge your employer’s decision, see our page on appealing against disciplinary action.
If you’re unsure about the outcome or your next steps, consider seeking advice from your trade union representative, a solicitor, or ACAS (the Advisory, Conciliation and Arbitration Service). They can help you understand your rights under UK employment law, including the Employment Rights Act 1996 and the ACAS Code of Practice.
Remember, you don’t have to face the process alone. Taking prompt action and getting the right support can make a significant difference to the outcome.
Additional Resources and Support
Preparing for a disciplinary meeting can feel daunting, but there are many resources and avenues of support available to help you navigate the process confidently.
To deepen your understanding, you may want to explore related topics such as disciplinary meetings, which covers what to expect during the meeting itself, and who can accompany you to a disciplinary meeting, explaining your right to bring a companion for support—such as a colleague or trade union representative—under the Employment Relations Act 1999. If you disagree with the outcome of your meeting, learning about appealing against disciplinary action can help you understand your options for challenging decisions. Additionally, employment dispute procedures provide guidance on how workplace conflicts, including disciplinary matters, are typically handled.
If you are a member of a trade union, consider reaching out to your representative for advice and support—they are experienced in handling workplace disciplinary issues and can offer guidance tailored to your situation. If you do not have union representation or are unsure about your rights, speaking to an employment law advisor or solicitor can help clarify your position and the best steps to take.
It’s also important to review your employer’s internal disciplinary procedures and policies. These are usually found in your staff handbook or on the company intranet. Employers are expected to follow fair procedures, as outlined in the ACAS Code of Practice on Disciplinary and Grievance Procedures, and understanding these rules can help you spot if the correct process is being followed.
By taking the time to review relevant resources, seek advice when needed, and familiarise yourself with your employer’s procedures, you can approach your disciplinary meeting with greater confidence. This preparation not only helps you protect your rights but also ensures you have the best chance of achieving a fair outcome.
