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Our Guide to Chairing a Disciplinary Hearing ensures confident and fair hearings, helping managers navigate disciplinary processes effectively.
Introductions
The person leading the hearing (the chair) will introduce the hearing, and explain its purpose and how it will be conducted. The purpose of the hearing will normally be to establish the facts and determine, on conclusion of the hearing, whether the organisation has proper grounds to take disciplinary action against the employee and, if so, the level of such disciplinary action.
The parties present at the hearing will introduce themselves and confirm their respective roles in the hearing.
The chair will state that the hearing is being conducted as part of the organisation's disciplinary procedure, and confirm that a written record of the hearing will be made.
Witnesses
The chair will state whether any witnesses have been asked to give evidence at the hearing, and if so, who they are.
The right to be accompanied
The employee will be entitled to be accompanied, if he/she wishes, by a fellow worker or trade union official of his/her choice.
Background
The chair will explain fully the organisation's case, i.e. the employee's alleged or suspected misconduct or
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This guide provides a framework to help an employer navigate the considerations that must be addressed when chairing a disciplinary hearing.
A competent and well-run disciplinary hearing is essential for any reasonable misconduct dismissal.
As such, anybody tasked with chairing a disciplinary hearing must ensure that the hearing is handled in a fair way.
This Managers guide to chairing a disciplinary hearing incorporates relevant UK laws and HR standards, including those listed below:
Employment Rights Act 1996: Provides guidelines on conducting fair disciplinary hearings and ensuring employees' right to be heard.
Equality Act 2010: Ensures equal treatment during disciplinary processes, preventing discrimination based on protected characteristics.
ACAS Code of Practice on Disciplinary and Grievance Procedures: Offers best practices for handling disciplinary hearings and promoting procedural fairness.
Data Protection Act 2018: Ensures proper handling and privacy of employee data during disciplinary hearings.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Yes, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to chairing a disciplinary hearing, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI-generated templates can be useful as a starting point, but they may not reflect current UK employment legislation, your organisation's specific circumstances, or the wider HR process. This professionally drafted template has been prepared using current UK employment law and HR best practice, helping reduce the need for significant amendments.
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