Who it is for
Managers and HR teams inviting an employee to a formal disciplinary hearing after an investigation.
What it covers
- Clear, specific allegations, and whether the matter is misconduct, gross misconduct or performance.
- Hearing details, and who will chair.
- The right to be accompanied and the five working day postponement rule.
- The evidence enclosed, and how the employee can call witnesses.
- What happens if the employee cannot attend.
- The possible outcomes, including whether dismissal is possible.
The law it reflects
Checked against the law in Great Britain (England, Wales and Scotland) as at 19 October 2026.
- The Acas Code expects the employee to be told in writing what is alleged, given copies of the evidence and enough time to prepare, and warned if dismissal is a possible outcome.
- The statutory right to be accompanied by a work colleague, a trade union official or a certified trade union representative, and to move the meeting by up to five working days if the companion cannot attend (Employment Relations Act 1999, s.10).
- Demotion, transfer or loss of pay can only be an outcome where the contract allows it or the employee agrees.
- From 1 January 2027, employees can claim ordinary unfair dismissal after six months' service instead of two years, wherever employment ends on or after that date. The cap on the compensatory award goes for the same dismissals. A fair, written process now protects you across far more of your workforce.
Before you use it
It is a starting point, not legal advice. Fill in the placeholders, set your own timescales, and check it fits how your organisation actually works. Take advice if a case is complex, could involve discrimination, or may end up at a tribunal. Northern Ireland has different rules in several areas.
Need more? See the Disciplinary Process Pack. 16 customised documents: the policy plus leaders' guidance, a decision matrix, an investigation plan, suspension, hearing and outcome letters, and appeals. £79 + VAT, one-off.