Open Navigation

Concurrent Disciplinary Issues

Helping you strike a balance

It is not uncommon for employees to raise grievances following disciplinary proceedings being brought against them. In these situations employers may be quick to dismiss the grievance as a retaliatory act to the disciplinary matters being raised, however this attitude may lead to trouble later on if the grievance is not properly dealt with.

When a situation arises where a grievance has been raised whilst there are is a disciplinary matter outstanding, an employer must consider the best approach in dealing with both processes in a fair and timely manner.

The employer should take sufficient time to consider and properly investigate the grievance. In these circumstances a balancing act must be performed to ensure that the grievance and disciplinary matters are dealt with efficiently and not unduly delayed, whilst ensuring that sufficient care and attention is given to both processes.

Depending on the circumstances it will often be appropriate to suspend the disciplinary process for a short period to deal with the grievance. However, it may be possible to deal with both matters concurrently if there is overlap between the factual circumstances of the grievance and disciplinary processes.

Ultimately the best course of action for an employer will very much depend on the facts. Caution should be given to immediately discounting a grievance and grievances raised should be considered and addressed either before or at the same time as the disciplinary issues.

News

Remote Working

Back with a Bump: The Legalities and Practicalities of Agile Working

As the summer draws to a close, employers in all sectors are beginning to welcome staff back to offices and other physical workplaces. However, the pandemic has shifted expectations on all sides, with agile working (involving a mix of home and office working) increasingly becoming the norm in certain sectors. Recruitment Working from home has…

Read More
CoronaVirus

Update: “Long Covid”

“Long Covid” refers to the fact that some people seem to suffer from the effects of Covid-19 for significantly longer than others, sometimes for weeks and months after first contracting the illness. Long Covid undoubtedly presents difficulties for employers managing staff absences and decreased performance or productivity from employees who are suffering from an illness that…

Read More

Managing A Return To The Workplace

Today sees England move to Step 4 of the Government’s COVID roadmap.  Social distancing and mask wearing rules are no longer mandatory in public spaces, but the Government has failed to clarify what steps it expects employers to take before welcoming staff back to offices and other workplaces.  Managing a successful return to the workplace…

Read More