Downloadable and customisable documents relating to managing discipline. For more information see the employment law pages on Disciplinary procedures.
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Sign up now for free accessContract clause on the right to suspend an employee
Contract clause on the right to suspend an employee
Contract clause on the right to lift the suspension of an employee for the duration of their sickness absence
Contract clause on the right to lift the suspension of an employee for the duration of their sickness absence
This contract clause states that the company, in the event of the employee falling ill and satisfying usual sickness absence notification procedures, has the right to lift the suspension, treat the employee as being on sickness absence and pay them in accordance with usual sick pay provisions.
Form to record a disciplinary investigation
Form to record a disciplinary investigation
Letter confirming outcome of disciplinary appeal hearing where original decision is overturned
Letter confirming outcome of disciplinary appeal hearing where original decision is overturned
Letter confirming outcome of disciplinary appeal hearing where original decision has been upheld
Letter confirming outcome of disciplinary appeal hearing where original decision has been upheld
Letter confirming that a disciplinary sanction other than a warning or dismissal will be imposed
Letter confirming that a disciplinary sanction other than a warning or dismissal will be imposed
This letter informs an employee that a disciplinary sanction other than a warning or dismissal is being imposed, eg demotion or transfer to other job, and asks them to sign an enclosed letter to accept the changes to their terms of employment.
Letter confirming that a final written warning has expired
Letter confirming that a final written warning has expired
Letter confirming that an employee has been given a formal verbal warning for misconduct
Letter confirming that an employee has been given a formal verbal warning for misconduct
Letter confirming that an employee has been given a formal verbal warning for poor performance
Letter confirming that an employee has been given a formal verbal warning for poor performance
Letter confirming the issuing of a formal or final written warning
Letter confirming the issuing of a formal or final written warning
Letter confirming the issuing of a formal warning following a hearing for poor performance
Letter confirming the issuing of a formal warning following a hearing for poor performance
Letter of concern, confirming informal warning following a discussion regarding minor misconduct
Letter of concern, confirming informal warning following a discussion regarding minor misconduct
Letter confirming what has been agreed following an informal discussion regarding minor unsatisfactory performance
Letter confirming what has been agreed following an informal discussion regarding minor unsatisfactory performance
Letter following a disciplinary hearing informing the employee that a disciplinary penalty will not be imposed
Letter following a disciplinary hearing informing the employee that a disciplinary penalty will not be imposed
Letter following a disciplinary investigation informing the employee that disciplinary proceedings will not take place
Letter following a disciplinary investigation informing the employee that disciplinary proceedings will not take place
This letter informs an employee that, following an investigation, disciplinary proceedings will not take place, but that they are required to improve their conduct.
Letter informing a sick employee of the outcome of a disciplinary hearing that took place in their absence
Letter informing a sick employee of the outcome of a disciplinary hearing that took place in their absence
Letter informing a sick employee that a disciplinary hearing will proceed in their absence
Letter informing a sick employee that a disciplinary hearing will proceed in their absence
Letter informing an employee of the employer's final decision following an appeal against their dismissal
Letter informing an employee of the employer's final decision following an appeal against their dismissal
Letter informing an employee of the outcome of an appeal hearing regarding poor performance
Letter informing an employee of the outcome of an appeal hearing regarding poor performance
Letter informing an employee suspected of misconduct that an investigation will take place
Letter informing an employee suspected of misconduct that an investigation will take place
Letter inviting a witness to an investigation meeting
Letter inviting a witness to an investigation meeting
Letter inviting an employee to a disciplinary hearing
Letter inviting an employee to a disciplinary hearing
Letter inviting an employee to an investigatory meeting
Letter inviting an employee to an investigatory meeting
Letter inviting an employee to attend a final disciplinary appeal hearing
Letter inviting an employee to attend a final disciplinary appeal hearing
Letter inviting an employee to attend a meeting to discuss their appeal against dismissal
Letter inviting an employee to attend a meeting to discuss their appeal against dismissal
Letter inviting an employee to disciplinary appeal hearing
Letter inviting an employee to disciplinary appeal hearing
Letter outlining options when faced with a disciplinary hearing
Letter outlining options when faced with a disciplinary hearing
Letter postponing a disciplinary appeal hearing
Letter postponing a disciplinary appeal hearing
Letter postponing disciplinary hearing due to employee sickness
Letter postponing disciplinary hearing due to employee sickness
Letter regarding witness confidentiality in a disciplinary case
Letter regarding witness confidentiality in a disciplinary case
Letter requesting an external witness to provide a witness statement - disciplinary
Letter requesting an external witness to provide a witness statement - disciplinary
Letter rescheduling a disciplinary appeal hearing
Letter rescheduling a disciplinary appeal hearing
Letter rescheduling a disciplinary hearing
Letter rescheduling a disciplinary hearing
Letter rescheduling a final disciplinary appeal hearing
Letter rescheduling a final disciplinary appeal hearing
Letter setting out reasons for the dismissal of an employee
Letter setting out reasons for the dismissal of an employee
Letter setting out reasons for the gross misconduct dismissal of an employee
Letter setting out reasons for the gross misconduct dismissal of an employee
Letter of suspension
Letter of suspension
Letter to a doctor regarding the fitness of an employee to attend a disciplinary hearing
Letter to a doctor regarding the fitness of an employee to attend a disciplinary hearing
Absent from work during disciplinary process procedure
Absent from work during disciplinary process procedure
Disciplinary procedure for medium to large organisations
Disciplinary procedure for medium to large organisations
Disciplinary procedure for small organisations
Disciplinary procedure for small organisations
Employee charged with criminal offences policy
Employee charged with criminal offences policy
This policy covers action to be taken by the employer when an employee is charged with a criminal offence. The policy gives guidelines on managing the situation, including bringing the organisation into disrepute, minor motoring offences, criminal offences relating to work activities, dismissal when the employee is later acquitted, offences leading to the required dismissal of the employee, action when the employee is found guilty, but not imprisoned and action on imprisonment of the employee.
Legal representation at disciplinary hearings policy
Legal representation at disciplinary hearings policy
Public sector bodies are required to allow legal representation at internal disciplinary hearings when there is the possibility that, if the allegation is upheld, the employee will be unable to continue working in their chosen career.
This policy sets out the process for a disciplinary hearing where the employee requires legal representation.
Policy outlining procedure when an employee goes off sick during disciplinary process
Policy outlining procedure when an employee goes off sick during disciplinary process
This policy sets out the procedure to follow if an employee takes sickness absence leave whilst a disciplinary process in relation to that employee is underway.
Procedure on conducting a disciplinary investigation
Procedure on conducting a disciplinary investigation
Use this procedure to set out the policy on conducting a disciplinary investigation in the workplace. The procedure confirms the responsibilities of the employee and the company.
Stop and search policy
Stop and search policy
This policy outlines the situations in which the organisation might stop and search those working in the organisation. The policy covers general principles, searching of vehicles, searching of bags, other searches, refusing to allow a search, action to be taken if irregularity is discovered, frequency of searches, recording of searches, and complaints about searches.
Letter to employee who has resigned whilst on suspension
Letter to employee who has resigned whilst on suspension
This letter is to respond to an employee who has resigned whilst on suspension as part of the disciplinary process.
Letter to send to an employee after reviewing their period of suspension
Letter to send to an employee after reviewing their period of suspension
Use this letter to confirm to the employee that you have undertaken a review of their suspension and outline how the employee, and their representative, was included in this review. The letter has options to confirm whether the suspension will continue or not, and the reasons for this decision.
Form to record notes of discussions during formal hearings
Form to record notes of discussions during formal hearings
This template form can be used to make notes of formal hearing discussions, such as investigation or disciplinary hearings. The template can be amended to provide start and end times, including of any reconvened discussions, and identifies the parties present at the hearing.
Letter of suspension and invite to investigation
Letter of suspension and invite to investigation
This letter can be used to place an employee on a period of temporary suspension. It can also be used to invite the employee to an investigation meeting.
Letter of invite to investigation during suspension
Letter of invite to investigation during suspension
This letter can also be used to invite the employee to an investigation meeting where they have already been placed on suspension. If the employee has not already been sent a letter of suspension, one should be sent before using this letter. One is available here: Letter suspending an employee. A letter is also available that can be used to both suspend an employee and invite them to an investigation meeting: Letter of suspension and invite to investigation.
Letter of suspension and invite to disciplinary hearing
Letter of suspension and invite to disciplinary hearing
This letter can be used to place an employee on a period of temporary suspension, as well as inviting the employee to a disciplinary meeting. A separete letter for placing an employee on suspension is available here: Letter suspending an employee.
Letter of invite to disciplinary hearing during suspension
Letter of invite to disciplinary hearing during suspension
This letter can also be used to invite the employee to a disciplinary hearing where they have already
been placed on suspension. If they've not already received a suspension letter, one should be sent prior to this letter. An appropriate letter is available here: Letter of suspension. Alternatively, Letter of suspension and invite to disciplinary can be used to both suspend and invite to disciplinary at the same time.
Letter of confirmation of alternatives to suspension
Letter of confirmation of alternatives to suspension
This letter can be used to inform an employee that, whilst you have the contractual right to suspend, it would not be reasonable in this situation, so you have implemented alternative measures to ensure you can continue with a fair and impartial investigation.
Letter updating employee during suspension / suspension holding letter
Letter updating employee during suspension / suspension holding letter
This letter can be used to update an employee who is on suspension that you are still investigating the issue.
Letter informing employee that suspension has been lifted and no action will be taken
Letter informing employee that suspension has been lifted and no action will be taken
This letter can be used to confirm the end of an employee's suspension and that no further action will be taken.
Letter informing employee that suspension has been lifted and they are invited to a disciplinary hearing
Letter informing employee that suspension has been lifted and they are invited to a disciplinary hearing
This letter can be used to lift a suspension and ask the employee to return to work. It can also be used to
invite an employee to a disciplinary hearing, where outstanding conduct issues remain.
Letter informing employee that their sickness supersedes their suspension
Letter informing employee that their sickness supersedes their suspension
This letter can be used when an employee is on paid suspension but subsequently informs you that they are sick and/or produces a medical certificate (Sick/Fit note). Please note that if the employee’s sickness exceeds a 7-day period, they are legally obliged to produce a fit note from a medical professional to certify their absence.
This letter informs the employee that their period of suspension will be temporarily paused whilst they are off sick. Normal absence management procedures should be followed during their period of sickness and to encourage a swift return to the workplace.
Form to record informal conduct discussion
Form to record informal conduct discussion
This template form can be used to record the discussions which take place at an informal meeting about an employees unsatisfactory conduct, including the expectations moving forwards and confirming that formal disciplinary action may be taken if the conduct happens again.