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DTM Legal
5/5
350+Reviews
Chester Office: 01244 354 800
Liverpool Office: 0151 321 0000

Disciplinary, Dismissal and Grievance Services for Employers

Practical employment law support to help employers address workplace concerns fairly, make informed decisions and reduce the risk of disputes.

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Disciplinary concerns and employee grievances can affect working relationships, morale and productivity if they are not addressed promptly and fairly. Employers need to establish the facts, follow their procedures and make proportionate decisions while maintaining appropriate confidentiality throughout the process.

DTM Legal advises employers of all sizes on disciplinary investigations, grievance procedures and dismissals. We support HR professionals and managers with matters ranging from relatively straightforward conduct concerns to allegations of gross misconduct, bullying, harassment, discrimination and other sensitive workplace issues.

Our Employment & HR solicitors can advise from the first indication of a problem through to investigation, hearings, outcomes and appeals. We help employers comply with the Acas Code of Practice, manage difficult conversations and reduce the risk of unfair dismissal, discrimination and other Employment Tribunal claims.

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Disciplinary, Dismissal and Grievance Legal Services

We provide practical advice and support across a wide range of senior-level disputes and exits, including:

  • Drafting and reviewing disciplinary and grievance policies
  • Advising whether concerns should be addressed informally or formally
  • Planning disciplinary and grievance investigations
  • Preparing investigation terms of reference
  • Supporting investigatory meetings and evidence gathering
  • Advising on misconduct and gross misconduct allegations
  • Advising on bullying, harassment and discrimination complaints
  • Supporting employers with sensitive or senior-level grievances
  • Advising on suspension and appropriate alternatives
  • Preparing disciplinary and grievance correspondence
  • Planning hearings and grievance meetings
  • Advising on the employee’s right to be accompanied
  • Assessing evidence and potential outcomes
  • Advising on written warnings and final written warnings
  • Supporting conduct and capability dismissals
  • Advising on dismissals for some other substantial reason
  • Managing overlapping disciplinary and grievance procedures
  • Advising on appeals
  • Preparing and negotiating settlement agreements where appropriate
  • Defending unfair dismissal, discrimination and related Employment Tribunal claims
  • Training managers and HR teams on disciplinary and grievance procedures

Why Instruct DTM Legal?

Disciplinary and grievance matters require employers to balance workplace standards with the need for a fair and impartial process. Our Employment & HR team helps you identify the appropriate procedure, establish the relevant facts and avoid making decisions before the evidence has been properly considered.

We provide practical advice tailored to the seriousness of the issue, the employee’s role and the needs of the organisation. This includes helping managers distinguish between misconduct, capability, grievance and other concerns, as each may require a different approach.

Where dismissal or another significant sanction is being considered, we help employers assess whether the proposed outcome is reasonable and supported by the evidence. We can also provide ongoing support if the matter develops into Acas Early Conciliation, settlement negotiations or an Employment Tribunal claim.

We provide:

  • Practical and commercially focused employment law advice
  • Clear guidance at each stage of the procedure
  • Support with complex and sensitive workplace allegations
  • Advice tailored to your policies and organisational structure
  • Assistance with investigations, meetings and written outcomes
  • Strategic advice where dismissal is being considered
  • Representation where an Employment Tribunal claim arises

Get in Touch

Whether you are responding to a grievance, investigating employee conduct or considering dismissal, our Employment & HR team can help you manage the process fairly and make informed decisions.

To discuss your requirements, contact us by emailing employment@dtmlegal.com or calling 01244 354 800 / 0151 321 0000.

Key Contact
Partner / Head of Employment & HR
DTM Legal
5/5
350+Reviews

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Key Considerations When Managing a Disciplinary, Dismissal or Grievance Matter

Reviewing the circumstances and planning the procedure carefully can help employers reach a fair decision and reduce the risk of procedural errors. Read our Key Considerations guide to understand some of the points a solicitor may wish to discuss when responding to your enquiry. It can help you prepare the relevant information and make your initial conversation more productive.

View Key Considerations
DTM Legal
5/5
350+Reviews

Employment & HR Team

Tom Evans

Partner / Head of Employment & HR
Jamie-Lea Taylor

Paralegal, Residential Conveyancing
Molly Drake

Solicitor, Commercial Property
Alison Brennan

Head of Compliance and Service Delivery

Frequently Asked Questions

Commonly asked questions about disciplinary, dismissal and grievance legal services.

The employer should investigate the allegations, explain the concerns to the employee in writing and invite them to a disciplinary hearing. The employee should be given sufficient information and time to prepare, allowed to respond and informed of their right to be accompanied.

Following the hearing, the employer should consider all the evidence before reaching a decision, confirm the outcome in writing and offer a right of appeal. The procedure should comply with the employer’s policy and the Acas Code of Practice.

Suspension may be appropriate where there is a genuine concern about evidence, witnesses, safety or the continued operation of the business. However, it should not be an automatic response or used as a disciplinary sanction.

Employers should consider alternatives, explain that no decision has been made and keep the suspension as short as reasonably possible. An unreasonable suspension could damage the employment relationship or risk breaching the employment contract.

An employee may be dismissed without notice or payment in lieu of notice where gross misconduct is established. Examples can include fraud, physical violence, gross negligence or serious insubordination, depending on the organisation’s rules and the circumstances.

“Immediate dismissal” does not mean an employer can dismiss without investigation. The employer should still follow a fair disciplinary procedure and give the employee an opportunity to respond before deciding whether summary dismissal is appropriate.

The employer should consider whether to pause the disciplinary procedure and address the grievance first. This may be appropriate where the grievance challenges the fairness of the disciplinary process, the conduct of the investigator or the motives behind the allegations.

Where the disciplinary and grievance matters are closely connected, it may be practical to deal with them together. The employer should explain its approach clearly and ensure that both issues are investigated fairly.

A failure to follow the Acas Code does not automatically create a standalone legal claim. However, an Employment Tribunal will take the Code into account when considering relevant disciplinary, dismissal and grievance cases.

Where an employer has unreasonably failed to comply with the Code, the tribunal may increase a compensatory award by up to 25%. Following a clear and fair procedure can therefore have a significant effect on both liability and compensation.

What our Clients Say

See what our customers have to say about their experience

Review Solicitors Stars
5/5 350+Reviews
Steve Tatham
26/04/2026
Tom Evans provided an excellent service regarding my recent Voluntary Redundancy. Tom was friendly, knowledgeable and helpful in supporting the processing of the legal documentation around redundancy. Tom was very timely and managed our sessions well to ensure we didn’t overrun. I would highly recommend Tom and use him again if I needed legal support.
Ellie
27/10/2026
DTM’s employment department has dealt with a couple of matters on our behalf. They have dealt with all matters efficiently, providing clear advice on employment law, whilst also understanding the commercial aspects of suggested actions.
Mia
15/10/2023
They feel like an extension to our business. They fully understand our business inside and out and are very responsive and provide a huge level of support.

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