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Invited to a Disciplinary Hearing: What You Need to Know
Being invited to a disciplinary hearing is never pleasant. For most people it brings an immediate sense of worry, uncertainty, and even fear about what might happen next. It is natural to feel anxious as your job, your reputation, and your future with the company may feel like they are at risk.
What is important to remember is that a disciplinary hearing is part of a formal process. It is not in itself a foregone conclusion. Your employer has obligations under the ACAS Code of Practice to follow a fair and reasonable procedure, and you have the right to put forward your side of the story.
Taking time to understand what a disciplinary hearing involves and preparing properly can make a significant difference. Knowing what evidence should be disclosed to you, how to structure your response, and how to conduct yourself during the meeting will help you stay calm and give you the best chance of achieving a fair outcome.
Approach the hearing as an opportunity to present your case, challenge inaccuracies, and show that you are acting reasonably. With the right preparation and mindset you can navigate the process with confidence, rather than feeling powerless.
If you have been invited to a disciplinary hearing and need confidential advice or support, click below.
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Before a disciplinary hearing, your employer may suspend you. In most cases this should be on full pay and treated as a ‘neutral act’, not a punishment. Your employer must confirm the suspension in writing, explaining the reasons and setting out any restrictions they expect you to follow during this period.
Typically, you will be told not to contact colleagues while suspended. If you need to speak to someone at work for any reason, you should check with your employer first.
It is important to follow the terms of your suspension carefully. Breaching them could lead to further allegations and make the situation more serious.
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Investigation meetings can be challenging because, at this stage, you usually won’t know what evidence your employer has. It is important to approach these meetings with caution.
Investigators often begin with broad, ‘scene-setting’ questions such as your job title, length of service, or responsibilities. They already know the answers, but the aim is to put you at ease and encourage you to talk more freely. The more relaxed you become, the more you may share without realising it.
I always advise people to be prepared for this. Something as simple as sitting upright, slightly forward on your chair, can help you stay alert and focused.
Above all, honesty is essential. If you are unsure of something, don’t guess. It is far better to say you cannot remember than to give an answer that turns out to be untrue. Dishonesty will almost always be uncovered later, and it will seriously damage your credibility.
Employers may be willing to overlook a mistake or a one-off error, but they will rarely overlook dishonesty. Telling the truth, even if it feels uncomfortable, is the safest approach.
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This stage is important. Under the ACAS Code of Practice on Disciplinary and Grievance Procedures, your employer is expected to provide you with copies of all the evidence they intend to rely on before the hearing. If they do not, you should formally request it in writing.
A disciplinary hearing can be a difficult and pressured environment. Preparing a written response to the allegations in advance will help ensure your side of the story is properly heard. This is often referred to as a statement of case.
In your statement, address each allegation in turn and set out your response clearly. Where relevant, include any evidence that supports your position. Preparing in this way not only keeps you focused during the hearing, but also creates a clear written record of your defence that your employer must take into account.
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The ACAS Code of Practice encourages both employers and employees to approach disciplinary and grievance hearings in a fair and constructive way.
By staying calm and focused on resolution, you give yourself the best chance of being taken seriously and achieving a reasonable outcome.
