ACAS Code-compliant Disciplinary and Grievance Policy for UK employers. Covers investigation, formal hearings, appeals and whistleblowing. From £9.99.
A Disciplinary and Grievance Policy sets out the procedure an employer follows when dealing with conduct, performance or capability issues, and when an employee raises a workplace complaint. The Acas Code of Practice on Disciplinary and Grievance Procedures (SI 2015/649) is the minimum standard every UK employer should follow. In the employee claims listed in Schedule A2 to the Trade Union and Labour Relations (Consolidation) Act 1992, a tribunal may, if it considers it just and equitable, increase the award by up to 25% where the employer unreasonably failed to follow the Code, or reduce it by up to 25% where the employee did (s.207A of that Act).
Every employer with staff needs a written Disciplinary and Grievance Policy. ERA 1996 s.3 requires the written statement of employment particulars to include or refer to disciplinary rules and procedure. From 1 January 2027, unfair dismissal protection applies after just 6 months of continuous service under the Employment Rights Act 2025 — a policy that works from day one is no longer optional for any employer who takes on staff.
Part A (Disciplinary): informal resolution, investigation, formal hearing procedure, right to be accompanied (Employment Relations Act 1999 s.10), outcomes from informal advice through to summary dismissal for gross misconduct, probationary employees, and appeals. Part B (Grievance): informal resolution, formal grievance procedure, concurrent proceedings, and whistleblowing signposting. Part C: records, confidentiality, review.
Use this policy alongside the companion letter templates: Disciplinary Invitation Letter (Acas Code para 9 — states allegation, evidence, outcomes and companion right before the hearing), Disciplinary Outcome Letter (Warning) (first or final written warning with improvement required and appeal right), Disciplinary Outcome Letter (Dismissal) (dismissal with notice or summary dismissal for gross misconduct), Grievance Invitation Letter (Acas Code para 32 — convenes the hearing without prejudging the outcome), and Grievance Outcome Letter (Acas Code para 36 — states finding, action taken and right of appeal).
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