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🏢

What is your company name?

The legal name of your business

📅

When will this procedure be effective?

The date this procedure comes into force

👥

Who should this procedure apply to?

ACAS recommends applying procedures to all employees

✅
All Employees
(Recommended)
⏱️
Confirmed Staff
Only (Post-Probation)
💡 ACAS Code of Practice requires fairness for all employees. Even during probation, you must follow reasonable procedures.
🔍

Who can conduct investigations?

Investigators must be impartial

👔
Line Manager or
Senior Manager
📋
HR Department
🎯
Appointed
Investigator
🔐
External
Investigator
⚖️ Investigators must have no prior involvement in the matter. For serious cases, external support may be needed.
⏸️

Can employees be suspended during investigation?

Suspension should be on full pay and only when necessary

✓
Yes, When
Necessary (Full Pay)
✗
No, Alternative
Arrangements Only
⚠️ Suspension is not a punishment. Only use when necessary (e.g., risk to safety, evidence tampering). Must be reviewed regularly.
⏰

How much notice for disciplinary hearings?

Employees need time to prepare their case

⚡
48 Hours
Minimum
📅
5 Working
Days
📆
10 Working Days
(Complex Cases)
ℹ️ ACAS recommends reasonable notice. Minimum 48 hours for minor issues, longer for serious matters.
⚖️

Who conducts disciplinary hearings?

Must be senior with authority to impose sanctions

👤
Line Manager
(Minor Issues)
👔
Senior
Manager
🎩
Director
Level
👥
Panel of
Managers
🔑 Must not be the investigator. For appeals, must be more senior than original decision-maker.
⏳

How long should warnings last?

ACAS guidance on typical warning periods

📋
Standard
First: 6mo, Final: 12mo
📅
Extended
First: 12mo, Final: 18mo
✏️
Custom
Periods
ℹ️ Warnings should be disregarded after expiry unless stated otherwise. Verbal warnings typically expire after 3-6 months.
⚠️

What are examples of gross misconduct?

Serious misconduct that may lead to dismissal without notice

⚠️ Each case must be investigated fairly. Even gross misconduct requires a proper hearing before dismissal.
🔄

How long to submit an appeal?

Employees must have reasonable time to prepare grounds

⚡
5 Working
Days
📅
10 Working
Days
📆
15 Working
Days
⚖️ ACAS requires employees have right to appeal. Common deadlines are 5-10 working days.
👨‍⚖️

Who hears appeals?

Must be more senior than original decision-maker

⬆️
More Senior
Manager
🎩
Director/
Owner
👥
Panel of Senior
Managers
🔐
External HR
Consultant
💡 For small businesses, consider external HR consultant for fairness and impartiality.
📁

How long to keep disciplinary records?

Balance tribunal time limits with GDPR requirements

📋
6 Years
(Recommended)
⏰
Until Warning
Expiry + 1 Year
♾️
Indefinitely
(GDPR Concerns)
🔒 Keep for at least 6 years (tribunal time limits). GDPR requires records be kept only as long as necessary.
🛡️

Do you have trade union recognition?

Union officials have additional protections

✓
Yes - Notify Union
Before Action
✗
Not Applicable
No Union Recognition
⚖️ Trade union officials have additional protections. No action should be taken until full-time official notified (unless urgent).

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⚖️ Qualified Legal Professional ACAS-Compliant Disciplinary Procedure

This procedure follows the ACAS Code of Practice and has been reviewed by qualified legal professionals. It provides a strong foundation for fair employee management but is not a substitute for personalised advice. For complex disciplinary matters or tribunal concerns, consult an employment law specialist.

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