Grievance and disciplinary advice

Professionals ready to advise on employment best practice and happy to assist, so you can deal with challenges fairly.

Grievance and disciplinary procedures are there to help you deal fairly and consistently with the full range of issues regarding employee misconduct and complaints from employees about the workplace. It can be difficult to know how much HR involvement is appropriate for the times when you can't resolve potential disciplinary or grievance issues informally with a quiet word. When that's the case, we're here to help.

We appreciate that a 'one size fits all' approach isn't what you need: we can give you as much support as you need on a case-by-case basis. Where an investigating officer needs to be appointed, it's worth bearing in mind that HR's role in disciplinary investigations should be limited to advising the investigating officer on relevant procedures and points of law. You can use Weightmans to provide legal advice to your investigators or decision-makers, or we can step in and support your HR function by taking on the investigation process for you in its entirety.

When it is appropriate, you can tap into our mediation services, meaning that matters which could otherwise involve a drawn-out grievance procedure or escalation to a Tribunal can be dealt with in a collaborative way by a neutral third person.

Weightmans welcomes top commercial litigator to growing London office

National law firm Weightmans has appointed Andrew Cromby as Partner in the firm’s London office.

Andrew Cromby
Andrew Cromby Partner
Insights
Suspending an employee: making an informed decision

Suspension casts a shadow on an employee’s character. But employers should not avoid suspension completely, the decision to suspend needs to be a…

Mark Leach
Mark Leach Partner

Insights
A point of interest

In this article, Mickaela Fox and Deborah Sullivan consider the issue of interest awards in solicitors’ negligence cases in the wake of the recent…

Mickaela Fox
Mickaela Fox Partner

Insights
Refusal to allow employee to be accompanied by his companion of choice was a breach of trust and confidence

In the case of Stevens v University of Birmingham the High Court has held that the University’s refusal to allow Professor Stevens to be accompanied…

Claire Hollins Associate

Insights
Must we 'put the brakes' on disciplinary proceedings to deal with a grievance?

Many of you will know how frustrating it can be when an employee attends a disciplinary meeting only to raise complaints about managers or…

Louise Singh
Louise Singh Associate

Insights
Who hears appeals is important

Who hears an appeal can be important to the fairness of a dismissal. It can be difficult to find people who have not had previous dealings with the…

Phil Allen
Phil Allen Partner

Insights
Court of Appeal finds that disciplinary proceedings did not breach duty of care

The Court of Appeal has overturned a Judgment that an employer was liable in negligence and breached its duty of care in conducting disciplinary…


Insights
Handling Grievances: I have two employees who refuse to work together, what should I do?

Assuming that neither employee has raised a formal grievance, you should try to resolve the issue informally.


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