WORKPLACE ANSWER
What happens at a disciplinary meeting?
A guide to the process when an employer raises a conduct concern.
Quick Answer
A disciplinary meeting, sometimes called a disciplinary hearing, is a formal meeting where your employer explains the concerns or allegations against you, goes through the evidence they are relying on and gives you an opportunity to respond before deciding what action, if any, to take.
It is different from an investigation meeting. An investigation is used to establish the facts; a disciplinary hearing normally takes place once your employer believes there may be a case to answer.
Before the hearing, you should normally be told in writing what the concerns are, given relevant evidence and information about the possible outcomes, and given reasonable time to prepare. Where the statutory right applies, you can be accompanied by an eligible companion.
What Is a Disciplinary Meeting?
A disciplinary meeting is a formal stage of an employer's disciplinary process. It usually follows an investigation where the employer has gathered information and decided there is a disciplinary issue for you to answer.
​
At the meeting, your employer should explain the concern, go through the evidence and give you a fair opportunity to respond, ask questions and provide relevant information of your own.
​
The meeting is not the same as an investigation meeting. The investigation establishes the facts; the disciplinary hearing considers the case and whether disciplinary action is appropriate.
​
What Should I Receive Before the Meeting?
Before the disciplinary hearing, your employer should normally write to you explaining:
​
-
the misconduct, performance issue or other concern being considered;
-
the evidence they are relying on;
-
the date, time and location of the meeting;
-
your right to be accompanied, where it applies; and
-
the possible outcomes of the disciplinary process.
Â
You should be given reasonable time to read the information and prepare your response.
​
If you have not received enough information to understand the case against you, ask your employer for clarification or the relevant documents before the hearing.
Preparation Checklist
You do not need to prepare a perfect defence or know employment law before attending. The aim is to understand the concerns and make sure you are able to explain your side clearly.
Before the meeting, it can help to:
​
-
Read the allegations carefully. Make sure you understand each concern being raised rather than preparing only for what you think the meeting is about.
-
Review the evidence. Read emails, witness statements, documents or other material your employer has provided.
-
Build a simple timeline. Write down what happened, when it happened and who was involved.
-
Gather relevant evidence of your own. This might include emails, messages, documents or other information that helps explain what happened.
-
Identify anything you disagree with. Make a note of factual inaccuracies or important information you think is missing.
-
Write down the points you want to make. This can be particularly useful if you are worried you might forget something during the meeting.
-
Prepare questions. If there are parts of the allegation or evidence you do not understand, note what you want to ask.
-
Consider whether there are relevant witnesses. If someone has information that could be important to your case, check your employer's procedure and raise this in advance where appropriate.
-
Arrange your companion. If you want to exercise your right to be accompanied, let your employer know who you would like to bring.
-
Read your employer's disciplinary procedure. This can help you understand the stages of the process and what may happen afterwards.
Â
Employees should be given an opportunity at the hearing to answer allegations, ask questions, present evidence and, where relevant, call witnesses with appropriate advance notice
What Happens During It?
The employer will usually explain the concerns or allegations and go through the evidence they are relying on. You should then have the opportunity to give your account, respond to the points raised, ask questions and present relevant evidence.
​
You can explain where you disagree, provide context and raise anything you believe the employer should take into account before reaching a decision.
​
If significant new information comes up during the meeting, it may be appropriate for the meeting to be paused or adjourned so that the information can be considered or investigated before the process continues.
Can I Bring Someone With Me?
If the disciplinary meeting could result in a formal warning or other disciplinary action, you normally have a statutory right to be accompanied.
​
The statutory companion can usually be:
-
a workplace colleague;
-
a trade union representative who is appropriately certified; or
-
an official employed by a trade union.
Â
Your companion can support you, address the meeting and confer with you, although they do not usually answer questions on your behalf unless the employer agrees.
​
What Happens After the Meeting?
After hearing your response and considering the evidence, your employer should decide what action, if any, is appropriate.
​
Possible outcomes may include:
-
no disciplinary action;
-
an informal outcome;
-
a first or final written warning;
-
another form of disciplinary action allowed by the employer's procedure; or
-
dismissal in serious cases.
Â
The outcome should normally be confirmed to you in writing and should explain any disciplinary action being taken and how you can appeal.
​
What If I Disagree With the Outcome?
If you believe the disciplinary outcome is wrong or unfair, check the outcome letter and your employer's disciplinary policy for the appeal process and any deadline.
​
How do I appeal a decision at work?
​
An appeal might be based on issues such as:
-
relevant evidence not being considered;
-
new evidence becoming available;
-
the procedure not being followed fairly; or
-
the outcome being unreasonable or disproportionate in the circumstances.
Â
Set out your reasons clearly and in writing. An appeal should normally be handled impartially and, where possible, by someone who was not involved in the original decision.
​
Frequently Asked Questions
Can my employer make a decision during the meeting?
The employer should give proper consideration to what you say and the evidence before deciding what action, if any, to take. In some cases they may adjourn the meeting before confirming an outcome.
What if something new is raised in the meeting?
If significant information or allegations are raised that you were not given a reasonable opportunity to consider beforehand, explain this and ask for time to review the information. The employer may need to adjourn the meeting or carry out further investigation before continuing.
Related WorkAnswers
Understand the stage that usually comes before a disciplinary hearing.
Practical steps to prepare your evidence, questions and key points.
Understand when you can be accompanied and who you can take.
What to consider if dismissal is the eventual outcome.
Related Templates
A template for when you need more time to review evidence before a meeting.
Important: WorkAnswers provides general workplace information for UK employees. It is not legal advice and does not replace advice from a qualified professional. Workplace situations can depend on individual circumstances.
AI Tools
Use our AI to draft your response statement or review meeting invitation documents.
Have a Disciplinary Meeting Coming Up?
If you've been invited to a disciplinary meeting and you're unsure how to respond to the allegations, what evidence matters or what you want to say, Talk It Through can help you organise the situation, prepare your key points and think through the questions you want to raise before the meeting.
Community
Explore how other employees discuss disciplinary meetings and workplace situations.
Talk It Through
Talk through your situation, organise the points you want to raise and think through how you want to approach the meeting.