The topics covered in this section are:
From time to time problems arise at any workplace. They might start because your employer is dissatisfied with you in some way, perhaps because they think you have broken some rules or your performance is not up to scratch.
On the other hand, it may be your employer who is at fault, perhaps because they are not meeting their responsibilities towards you, or there is a problem with something your employer has done or failed to do.
Such problems can often be resolved through informal discussions between you and your supervisor or manager, and this is almost always the best way of resolving differences. However, sometimes an informal approach doesn't work or isn't appropriate. If, for example, you were accused of having committed a very serious breach of rules and regulations, your employer might start a formal disciplinary process. And if you have not been able to resolve your complaint informally, you might choose to use your organisation's formal grievance procedure.
Within two months of your work start date, you must be provided with written details of the disciplinary and grievance procedures that apply where you work, or information on where to find them (for example, on your employer’s intranet).
Most of the information in the particulars must now be provided on or before your work start date, but your employer still gets two months to provide information on disciplinary and grievance procedures. However, good employers will routinely provide this information on day one as part of your induction. It makes sense for everyone to know what standards and rules apply from day one. It would be unfair to punish someone for failing to follow rules they do not know about.
This statement must include a reference to any disciplinary rules which apply to you, the person you can apply to, and what to do if you are dissatisfied with any disciplinary decisions or wish to pursue a grievance.
The Advisory, Conciliation and Arbitration Service (Acas) has a Code of Practice on Discipline and Grievance Procedures (PDF, 167KB). Failure to follow the code is not illegal in itself, but it can be taken into account at an employment tribunal. A tribunal can raise or lower any award of compensation by up to 25% for an unreasonable failure by the employer or employee to follow the code wherever it applies, so it is sensible for all parties to do so.