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Defines the company rules scope, investigation requirement, disclosure of complaint nature, and the right to respond before disciplinary meetings. Outlines support during the process, companionship rights, provision of evidence and witness statements, record-keeping periods for warnings, options up to dismissal, and grounds treated as gross misconduct, including examples and possible suspension on full pay.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/example-disciplinary-procedure-template/177549/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/example-disciplinary-procedure-template/177549.png","ImageObject",442,249,{"name":88,"@type":89},"Cipher","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-19","2026-09-02",true,{"@type":98,"interactionType":99,"userInteractionCount":15},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What happens before any formal disciplinary action is taken?","Question",{"text":108,"@type":109},"A disciplinary case must be fully investigated first. Before any decision at a disciplinary meeting, you are advised of the nature of the complaint and given the chance to state your case.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What rights do employees have during a disciplinary meeting?",{"text":113,"@type":109},"You have a statutory right to be accompanied by a companion such as a work colleague or a certified/trained trade union representative. You should request a companion as soon as possible, and reasonable adjustments can be discussed.",{"name":115,"@type":106,"acceptedAnswer":116},"What outcomes can occur after repeated misconduct or failure to improve?",{"text":117,"@type":109},"The procedure may end in dismissal or another action short of dismissal, such as demotion or transfer. Dismissal decisions are made only by the appropriate senior manager and you receive written reasons and appeal rights.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},177549,1788328336,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":47,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":73},687208528416,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Example disciplinary procedure\nWe will use this procedure to help and encourage all employees to achieve and maintain standards of conduct, attendance and job performance.\nThe company rules (find these [for example on the intranet, displayed in the office]) and this procedure apply to all employees. The aim is to ensure consistent and fair treatment for all in the organisation.\nA disciplinary process can be stressful for everyone involved. Different people might respond differently to stressful situations. We understand the prospect of disciplinary action might cause distress and affect your mental health.\nWe will support you throughout to help avoid this happening to you. Please talk to [named person or job title] about how we can support your wellbeing.\n[add any other support or signpost, for example any employee assistance programme, mental health first aiders or staff networks you have]\nPrinciples\nWe will consider informal action, where appropriate, to resolve problems.\nWe will not take disciplinary action against you until the case has been fully investigated.\nFor formal action we will advise you of the nature of the complaint against you and we will give you the opportunity to state your case before any decision is made at a disciplinary meeting.\nWe will provide you, where appropriate, with written copies of evidence and relevant witness statements before a disciplinary meeting.\nYou will not be dismissed for a first breach of discipline, except in the case of gross misconduct, when the penalty is dismissal without notice and without payment in lieu of notice.\nYou have the right to appeal against any disciplinary action.\nThe procedure may be used at any stage if your alleged misconduct needs this.\nYour right to be accompanied\nYou have a statutory right to be accompanied by a companion where a disciplinary meeting could result in:\na formal warning\nsome other disciplinary action\nconfirmation of a formal warning or other disciplinary action (for example, at an appeal hearing)\nThe right is to be accompanied by:\nsomeone you work with\na trade union representative who’s certified or trained in acting as a companion\nan official employed by a trade union\nYou should tell us as soon as possible if you would like a companion and who they will be so we can make arrangements in good time.\nIf you need any reasonable adjustments, for example for a disability, speak to [job title or name of person].\nThe procedure\nFirst stage of formal procedure\nThis will normally be either:\nan improvement note for unsatisfactory performance if performance does not meet acceptable standards. This will set out the performance problem, the improvement that is required, the timescale, any help that may be given and the right of appeal. We will advise you that this is the first stage of the formal procedure. We will keep a record of the improvement note for [number of months], but it will then be considered spent – as long as you achieve and maintain satisfactory performance\nor\na first warning for misconduct if conduct does not meet acceptable standards. This will be in writing and set out the nature of the misconduct, the change in behaviour required and the right of appeal. The warning will also tell you that a final written warning may be considered if there is no sustained satisfactory improvement or change. We will keep a record of the warning, but it will be disregarded for disciplinary purposes after [number of months]\nFinal written warning\nWe might give you a final written warning if:\nthe offence is sufficiently serious\nthere is further misconduct\nthere is failure to improve performance while you're still under a prior warning\nThis will confirm the full details of the complaint, the improvement required and the timescale. It will also warn that failure to improve may lead to dismissal (or some other action short of dismissal) and will refer to the right of appeal.\n[job title of person who will keep records] will keep a copy of this written warning but ","cbCaiobaDzmPPn0w","https://ap.wps.com/l/cbCaiobaDzmPPn0w","docx",21839,"English","# Principles\n## Support and wellbeing\n## Fair investigation and notification\n## Accompaniment rights\n# The procedure\n## First stage of formal procedure\n## Final written warning\n## Dismissal or other action\n## Gross misconduct","[{\"question\":\"What happens before any formal disciplinary action is taken?\",\"answer\":\"A disciplinary case must be fully investigated first. Before any decision at a disciplinary meeting, you are advised of the nature of the complaint and given the chance to state your case.\"},{\"question\":\"What rights do employees have during a disciplinary meeting?\",\"answer\":\"You have a statutory right to be accompanied by a companion such as a work colleague or a certified/trained trade union representative. You should request a companion as soon as possible, and reasonable adjustments can be discussed.\"},{\"question\":\"What outcomes can occur after repeated misconduct or failure to improve?\",\"answer\":\"The procedure may end in dismissal or another action short of dismissal, such as demotion or transfer. Dismissal decisions are made only by the appropriate senior manager and you receive written reasons and appeal rights.\"}]","Example Disciplinary Procedure - Template | DOCX"]