The Acas code of practice on disciplinary and grievance procedures states that when dealing with a disciplinary situation, employers should: raise and deal with issues promptly and should not unreasonably delay meetings, decisions or confirmation of those decisions; act consistently; carry out any necessary investigations- to establish the facts of the case; inform employees of the basis of the problem and give them an opportunity to put their case forward before any decisions are made; permit employees to be accompanied at any formal disciplinary meeting; and allow employees to appeal against any formal decision made.
Although a failure to follow the code does not, in itself, make an employer liable to proceedings, employment tribunals will take the code into account when considering a relevant case, for example when determining the fairness or otherwise of an employer's decision to dismiss an employee.
An unreasonable failure to comply with a provision of the code may result in an adjustment of up to 25% in any compensation awarded. This may be up or down depending on which party is at fault.
Here you can find the latest news and guidance on issues surrounding the disciplinary process, including: disciplinary investigations, the right to be accompanied, penalties, warnings and appeals.