Grievances and disciplinary hearings: what to say and what to put in writing

A disciplinary hearing or a grievance can decide whether you keep your job and what any later claim is worth. Employers are expected to follow the Acas Code of Practice on disciplinary and grievance procedures, and you have rights at every stage. We prepare you, draft what you send, and tell you what to say and what to leave out. We advise employees across England and Wales by phone and video, and in person at our Manchester office.

Your rights in a disciplinary process

• To be told in writing what you are accused of, with the evidence, in good time before the hearing.
• To be accompanied at the hearing by a colleague or a trade union representative. Refusing this can lead to an award of up to two weeks' pay (£1,502).
• To put your side, ask questions, present evidence and call relevant witnesses.
• To a decision in writing, and to appeal.
• To a fair process: a reasonable investigation, a decision maker who keeps an open mind, and a sanction in line with what others have received.

Preparing for a disciplinary hearing

1. Read the invitation letter and evidence carefully. Ask in writing for anything missing, such as witness statements, CCTV or the policy you are said to have broken.
2. Ask for more time if you need it, especially if your companion cannot attend. You can ask for the hearing to be moved by up to five working days for that reason.
3. Write a short statement of your account and any mitigation: length of service, clean record, health or personal pressures.
4. Agree with your companion what each of you will say.
5. Take notes or ask for the notes of the hearing afterwards, and check them.
6. If you are dismissed or given a final warning, appeal in writing within the time allowed.

Raising a grievance

A grievance is a formal complaint to your employer. Use one for bullying, harassment, discrimination, pay problems, unfair treatment or changes to your job.

1. Try to raise the issue informally first if that is safe and realistic.
2. Put the grievance in writing. Set out what happened with dates, who was involved, how it has affected you and what you want done.
3. Your employer should hold a meeting without unreasonable delay, where you can be accompanied.
4. You should get a written outcome and the right to appeal.

Why the Acas Code matters

If you later bring a tribunal claim, the tribunal can increase your compensation by up to 25% if your employer unreasonably failed to follow the Code, or reduce it by up to 25% if you did. Raising a grievance before you resign or claim usually protects you.

Time limits keep running

An internal grievance or appeal does not stop the clock for a tribunal claim. For anything that happened on or after 1 October 2026 you have six months less one day to start a tribunal claim, and you must contact Acas for early conciliation first. For earlier events the limit was three months, so check the date with us straight away.

How we help

We review the allegations and evidence, draft your written response or grievance, prepare you for the hearing and appeal, and advise on the claims you may have if things go wrong, including unfair dismissal, constructive dismissal and discrimination. Solicitors cannot usually attend internal hearings with you, but we can prepare you and your companion fully.

What it costs

The first consultation is £80 for half an hour or £200 for an hour, by phone, video or at our office. We then give you a written estimate before each stage. Typical costs for employment claims are on our fees page.

Questions people ask

Ask a question

Not sure where you stand? Ask a solicitor and we will reply by phone or email, or send an enquiry for a free initial assessment. Call 0161 222 5860, Monday to Friday, 9.30am to 5.30pm.