Disciplinary Procedures for Employees
Specialist employment solicitors in London and the South East – supporting employees through disciplinary proceedings, from investigation to appeal.
Facing disciplinary action at work? Get clear, expert legal advice.
If you’ve been invited to a disciplinary meeting or warned about alleged misconduct or performance, it can feel like everything is on the line – your job, your reputation and your peace of mind.
The disciplinary procedure can move quickly, and without proper support, it’s easy to feel out of your depth. That’s where we come in. We believe everyone deserves the chance to be heard and defended – especially when their future is at stake.
At Thomas Mansfield Solicitors, our employment lawyers act swiftly to protect your rights and position. Whether you’ve just received a disciplinary letter or are facing a final hearing, we’ll guide you through each step, clearly and strategically.
We’ll explain the process, help you prepare your response and challenge decisions that are unfair, unjust or disproportionate.
You’ll be supported by specialist employment solicitors in London and the South East, recommended in The Legal 500, Lexcel accredited and members of the Employment Lawyers Association. We work with employees and executives across a wide range of sectors, including financial services, transport and logistics and professional services.
Appointments are available remotely or in person – so wherever you are, we can act fast and fight your corner.
Call our employment law team on 0204 571 1443 or
What to expect during disciplinary proceedings.
A disciplinary procedure should follow a fair, structured process. While policies vary between employers, most will follow the principles in the Acas Code of Practice:
- Investigation – Your employer gathers facts, which may include interviews, document reviews or asking you to give a statement. You should be told that an investigation is taking place.
- Written notification – If there’s a case to answer, you should receive a letter setting out the allegations, the evidence and the possible consequences.
- Disciplinary hearing – You’ll be invited to a meeting to explain your side. You have the right to be accompanied. This is your opportunity to respond and present evidence.
- Outcome decision – Your employer will confirm the decision in writing – for example, no action, a warning or dismissal.
- Appeal – If you disagree with the outcome, you should be given a chance to appeal, ideally to someone not involved previously.
Employers must follow a fair process, apply policies consistently and act reasonably. If they don’t – for example, by rushing to a hearing or issuing a disproportionate outcome – you may have grounds to challenge the process or bring a claim.
How our employment solicitors help at every stage
We support employees and executives at every stage of the disciplinary process – whether you’re responding to an initial letter or appealing a decision.
We can help with:
- Reviewing disciplinary letters and procedures – so you understand exactly what you’re facing.
- Preparing for meetings – including gathering evidence and drafting your response.
- Providing guidance throughout – so you present your case clearly and confidently.
- Challenging outcomes – whether that’s a warning, demotion or dismissal.
- Negotiating exits or settlement agreements – where appropriate
Our advice is always tailored to your priorities – whether you want to stay in your role, secure a reference or move on quickly with your reputation intact.
Meet our employment law partners
Why choose Thomas Mansfield Solicitors.
- Experts in employment law – We specialise in disciplinary procedures for employees and executives. Ranked in The Legal 500, Lexcel accredited and members of the Employment Lawyers Association.
- Easy to work with – Offices in London and the South East, with remote consultations for fast, flexible support wherever you are.
- On your side – Whether you’re facing a hearing, preparing a response or challenging a decision, we’ll protect your rights and help you take the right steps.
- Highly rated by clients – Known for clear advice, strong outcomes and a calm, supportive approach during difficult times.
Call our employment law team on 020 4579 5997 or
Facing disciplinary action? Get advice that protects your position.
If you’ve been invited to a disciplinary meeting or received a warning, speak to us now – early advice makes all the difference.
Frequently asked questions
What should I do if I’m invited to a disciplinary meeting?
Don’t panic - but don’t go it alone. Read the letter carefully and make sure you understand the allegations. You have the right to be accompanied by a colleague or trade union representative. It’s best to speak to an employment solicitor early so you can prepare a clear response, gather evidence and avoid common pitfalls. We can help you take the right approach from the start.
What is a disciplinary hearing and do I have to attend?
A disciplinary hearing is a formal meeting where your employer sets out allegations against you and gives you the chance to respond. It’s usually the final stage before a decision is made - such as a warning, no action or dismissal. While you’re not legally forced to attend, refusing without a valid reason could lead to decisions being made in your absence. If you’re unsure or feel unprepared, we can help you request a postponement and get ready to put forward your case effectively.
What happens if the disciplinary procedure is unfair?
If the process is flawed - for example, biased, rushed or not in line with policy - you may be able to appeal or make a legal claim. Unfair procedures can lead to claims for unfair dismissal or breach of contract. We’ll review the steps taken, advise on whether they’re legally sound, and help you take appropriate action to protect your rights and position.
What are my rights during a disciplinary procedure?
You have the right to know what the allegations are, to see the evidence, to present your side and to appeal any decision. You can also bring a companion to your disciplinary hearing. The process should follow your employer’s own policy and the Acas Code of Practice. If it doesn’t, the outcome may be challengeable. We ensure your rights are respected and enforced throughout.
How quickly should I respond to a disciplinary letter?
You should act promptly. Your employer must give you reasonable time to prepare, but disciplinary procedures often move fast. Delaying your response or missing deadlines can harm your case. It’s best to speak to a solicitor as soon as you receive a letter so you can understand the allegations, plan your next steps, and avoid missteps. We offer fast-turnaround advice when timing matters.
Can I negotiate a settlement agreement instead?
Yes - in some cases, it may be possible to agree an exit on better terms, especially if trust has broken down or you want to avoid a lengthy process. A solicitor can negotiate a settlement agreement that protects your interests, secures compensation and includes a reference. We’ll explore this with you if appropriate and handle the discussions with your employer.
Can I bring a solicitor to the disciplinary meeting?
Usually, you’re only entitled to be accompanied by a colleague or trade union rep - but there are exceptions. If your career or professional reputation is at serious risk, or you’re a senior executive with regulatory obligations, legal representation might be appropriate. Even where we can’t attend, we’ll prepare you thoroughly so you know what to say, what to avoid and how to protect yourself.
Can I be dismissed at the end of a disciplinary procedure?
Yes, but only if your employer has followed a fair process and the outcome is reasonable. An employee solicitor will assess the strength of the disciplinary case against you and help you defend your position or negotiate a better outcome.
Contact us
Contacting the right person couldn’t be easier. Use our form or call us to speak to an experienced employment solicitor in confidence.
Please note we do not offer legal aid or no win no fee agreements.