During the employment relationship there may be situations where the informal approach to manage conduct is not appropriate. This may be because the manager has already tried to address the conduct with informal approaches and it hasn’t worked, or because the misconduct is so serious that informal is not the right thing to do.
Every employer should have a disciplinary procedure; there is no such thing as instant dismissal.
Where disciplinary action is taken, the manager must ensure that the disciplinary procedure is applied consistently, and the ACAS Code of Practice is followed – an essential read for every manager and leader, as it contains the steps to be taken. If the Code hasn’t been followed, it can result in an uplift in compensation for the employee in a successful employment tribunal case.
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