Grievances, Disciplinary Issues & Workplace Problems

Practical employment law advice to help you address workplace problems, protect your position and decide the best way forward.

Request a Call Back Contact Us

Contact Us

Let us know how we can help and a member of the DTM Legal team will get in touch.
Contact Us

Problems at work can develop quickly and it is not always clear how you should respond. You may be considering raising concerns about the way you have been treated, facing allegations or disciplinary action from your employer, or dealing with an ongoing workplace situation that is affecting your role or career.

Our Employment & HR solicitors advise employees, directors and senior executives on grievances, disciplinary proceedings and a wide range of workplace problems. We can help you understand your rights, prepare for meetings and internal procedures, assess how your employer is handling the situation and consider the practical options available to you.

Contact Us

Grievance, Disciplinary & Workplace Problem Legal Services

We can advise you at any stage of a workplace issue, whether a problem has only recently arisen or a formal procedure is already underway.

Our services include:

  • Raising a grievance
  • Preparing grievance correspondence
  • Grievance meetings
  • Grievance outcomes and appeals
  • Disciplinary investigations
  • Disciplinary hearings
  • Disciplinary outcomes and appeals
  • Performance and capability concerns
  • Workplace bullying
  • Problems with managers or colleagues
  • Suspension from work
  • Negotiated resolutions
  • Potential employment claims

Why Instruct DTM Legal?

Workplace disputes can be difficult to navigate when you are still employed by the organisation involved. The decisions you make, what you put in writing and how you respond during an internal process can have consequences for your ongoing employment and any later dispute.

Our Employment & HR solicitors provide clear, practical advice designed to help you understand your position before deciding what to do next. We can help you separate the key legal and factual issues from the wider workplace conflict, enabling you to approach meetings and correspondence in a focused and constructive way.

We take time to understand what you want to achieve. For some employees, the priority will be resolving a problem and remaining in their role. Others may want an allegation withdrawn, a disciplinary sanction overturned, changes within the workplace or ultimately an agreed exit. Our advice is shaped around those objectives and the circumstances of your case.

Where a workplace problem develops into a more serious dispute, we can continue to advise you on the options available. This may include settlement negotiations, challenging a dismissal or pursuing an Employment Tribunal claim where appropriate.

We provide:

  • Clear advice on your employment rights and available options
  • Strategic support before grievances and disciplinary procedures
  • Assistance preparing correspondence and evidence
  • Advice before important workplace meetings
  • Reviews of grievance and disciplinary outcomes
  • Support with internal appeals
  • Practical guidance on difficult workplace relationships
  • Advice focused on resolving disputes proportionately
  • Support where a workplace issue develops into a potential legal claim

Get in Touch

If you are dealing with a grievance, disciplinary procedure or another difficult situation at work, obtaining advice early can help you understand how best to protect your position.

Our Employment & HR solicitors can help you prepare for internal procedures, review correspondence and evidence, understand potential outcomes and decide whether a workplace resolution, appeal, negotiation or further legal action is appropriate.

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

Request a Consultation

  • This field is for validation purposes and should be left unchanged.

Key Considerations Before Speaking to an Employment Solicitor

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 regarding grievances, disciplinary issues and workplace problems.

A grievance is a formal way of raising a problem or complaint with your employer. You may decide to raise a grievance where attempts to resolve an issue informally have not worked, where you do not feel an informal approach is appropriate or where the matter is particularly serious.

Before submitting a grievance, it can be useful to consider what you want your employer to investigate and what outcome you are seeking. We can help you assess whether a formal grievance is appropriate and how best to present your concerns.

The precise procedure will depend on your employer’s policies and the circumstances. Typically, an employer should investigate the concerns, explain the allegations and evidence to you, give you an opportunity to respond at a disciplinary hearing and inform you of its decision. Employees should also be offered an opportunity to appeal a disciplinary outcome.

If you have been invited to a disciplinary meeting, obtaining advice beforehand can help you understand the allegations and prepare your response.

There is a statutory right to be accompanied at a disciplinary hearing by a fellow worker, a certified trade union representative or an official employed by a trade union.

There is also a statutory right to be accompanied at qualifying grievance meetings, including where the grievance concerns an employer’s legal or contractual duty to the worker.

Different rules can apply to informal conversations and investigation meetings, so it is worth checking your employer’s procedure and taking advice if you are unsure about your position.

Yes. The Acas Code provides for employees to have an opportunity to appeal grievance and disciplinary outcomes. An appeal can allow the decision to be reviewed where you believe the outcome is wrong, disproportionate or the procedure was unfair.

We can review the outcome and help you identify the strongest grounds to raise in an appeal.

There is no standalone legal definition of workplace bullying, and bullying will not automatically give rise to an Employment Tribunal claim. However, particular behaviour may potentially overlap with issues such as unlawful harassment or discrimination depending on the circumstances.

You may be able to raise the issue informally or through a formal grievance. If the situation is serious or informal attempts have not resolved it, Acas identifies a formal grievance as one possible way to raise the problem with your employer.

We can help you assess what has happened, consider whether any legal rights may be engaged and determine the most appropriate way to address the problem.

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.

Related Insights