Need to manage a staff disciplinary but unsure where to start? Here’s a straightforward step-by-step overview to help you follow the correct process.

 
Employee Disciplinary

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Running a small retail business often means wearing many hats. It is therefore completely understandable for an independent buisness owner to need guidance on how to carry out a disciplinary or the employee misconduct process in general.This quick guide is designed to help independent retailers understand the correct steps to follow when addressing staff conduct or performance concerns.

Following a fair and consistent disciplinary process is essential to avoid legal risk and maintain a positive working environment. Whether you’re facing repeated lateness, poor performance, or more serious misconduct, it’s important to approach matters with a clear structure and keep detailed records throughout. Here's a breakdown of the key steps every UK retailer should follow.


Step 1: Establish the facts

Before taking any formal action, gather all relevant information. This may involve reviewing timesheets, CCTV, emails, or witness accounts. Keep your investigation impartial and confidential. If necessary, invite the employee to an informal meeting to discuss the issue and gain their perspective.


Step 2: Decide if formal action is needed

Once you’ve reviewed the facts, assess whether the matter warrants disciplinary action. If the concern is minor, informal coaching might be more appropriate. However, if formal action is required, begin preparing a disciplinary process in line with your company policy and the ACAS Code of Practice.


Step 3: Send a written invite to a disciplinary hearing

The employee must receive a written invitation outlining the alleged issue, possible outcomes, and details of the hearing (date, time, location). Let them know they have the right to be accompanied by a colleague or trade union representative.


Step 4: Hold the disciplinary hearing

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