We provide tailored legal advice at every stage of the disciplinary process, from initial concerns to final outcomes. We’ll help you prepare notices, manage hearings, and avoid procedural errors that could lead to claims of unfair dismissal.

Whether you're facing a formal complaint or an escalating workplace issue, HF offers structured guidance on handling grievances professionally and lawfully. We help ensure investigations are impartial, timely, and in line with legal best practice.

Addressing poor performance appropriately, and at the right time, is key to preventing it from becoming a drain on your business. We’ll help you put in place clear performance management frameworks, empower you to have difficult conversations, and draft robust documentation to support decisions.

Need an external expert to investigate? HF can step in as an independent investigator or support your internal team with template letters, outcome reports, and structured advice. We reduce bias, manage risk, and protect your reputation.

Typically: fact-finding, suspension (if necessary), formal invite to disciplinary hearing, the hearing itself, outcome, and right to appeal.

While not legally binding, failure to follow the ACAS Code when handling disciplinary and grievance matters can lead to an uplift in compensation of up to 25% if you're found liable.

Yes, but suspension must be reasonable. It should not be a knee-jerk reaction and must not be used as a disciplinary sanction in itself. Always document your reasoning.

Acknowledge promptly, investigate thoroughly, and offer a meeting to discuss the employee’s concerns. Treat all grievances fairly and confidentially.

Often, the grievance must be dealt with before continuing the disciplinary process, particularly if they’re related. Get legal advice early.

Absolutely. A clear policy helps ensure consistency, fairness, and compliance with legal standards.

HF’s employment law experts can ensure you avoid the pitfalls that many employers encounter when dealing with disciplinary, performance and grievance matters. Getting advice early will prevent matters escalating and help you avoid the time and cost of dealing with an expensive employment tribunal claim.