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Disciplinary procedures for poor performance and capability


How should misconduct or poor performance be handled?

Managing staff can be challenging and sometimes when things go wrong it can prove difficult to tackle problems.  Facing up to difficulties and having a calm, planned approach usually leads to the best outcome.  Here the Gullands employment team explains your obligations as an employer and some practical steps that can be taken.

You must investigate the issues

You should inform the employee of the issues in writing

There must be a disciplinary meeting or hearing

You should inform the employee of the decision in writing

After the hearing, your decision should be sent to the employee in writing without unreasonable delay. Written warnings should set out:

The employee has a right of appeal

Practical steps for your business to take to improve your disciplinary procedures

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