Disciplinary and Grievance Advice
Disciplinary and grievance solicitors in Cheltenham
At Pembridge Solicitors, we advise employees who are involved in disciplinary or grievance procedures at work and need clear, practical guidance. Based in Cheltenham, our employment solicitors help individuals understand what the process should look like, whether it is being handled fairly, and how to protect their position. Disciplinary and grievance matters can be stressful and often have serious consequences for employment and future prospects. Our role is to explain your rights in plain English and guide you through each stage with confidence.
What is a disciplinary process?
A disciplinary process is used by an employer to address concerns about an employee’s conduct, performance, or behaviour. It can range from informal action to formal warnings or dismissal. Employers are expected to follow a fair procedure, which usually includes setting out the allegations clearly, carrying out an investigation, holding a disciplinary meeting, and allowing the employee to respond. The outcome should be proportionate to the issue and supported by evidence.
What is a grievance?
A grievance is a formal complaint raised by an employee about a workplace issue. This may involve concerns about treatment at work, unfair decisions, bullying, harassment, discrimination, pay, workload, or breaches of contract. A grievance allows an employee to raise concerns formally and request that the employer investigates and responds. Employers are expected to deal with grievances fairly, promptly, and without bias.
When disciplinary or grievance advice is needed
Advice is often sought when an employee receives notice of a disciplinary investigation, is invited to a disciplinary meeting, or feels that a grievance has not been taken seriously. Legal advice can also be important where procedures are being rushed, evidence is unclear, or the process feels unfair. Early advice helps ensure your response is handled carefully and your rights are protected.
Understanding the disciplinary and grievance process
Both disciplinary and grievance procedures usually follow set stages, including investigation, meetings, and outcomes. Employees should be given clear information, time to prepare, and the opportunity to respond. They may also have the right to be accompanied at meetings. Understanding what should happen at each stage helps identify whether the process is being handled correctly.
How we handle disciplinary and grievance matters
When you instruct Pembridge Solicitors, we begin by reviewing the situation and any documentation provided by your employer. We assess whether the procedure appears fair and whether your employer is following their own policies and legal obligations. We advise on preparing responses, attending meetings, and raising concerns where appropriate. Where necessary, we assist with appeals, negotiation, or further action. Throughout, we focus on protecting your position and helping you navigate the process calmly and effectively.
Outcomes in disciplinary and grievance cases
Outcomes depend on the nature of the issue and how the process is handled. This may include no further action, warnings, changes to working arrangements, or resolution through agreement. In some cases, procedural failures may give rise to further legal options. Our role is to help you understand what outcomes are realistic and how best to protect your future.
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0330 900 0377
Clear, confidential advice on disciplinary and Grievance Advice. Speak to an experienced solicitor to understand your options and next steps.
Disciplinary and grievance FAQs
Do I have the right to be accompanied to a disciplinary or grievance meeting?
In most formal disciplinary and grievance meetings, you have the right to be accompanied by a colleague or a trade union representative. This can provide support and help ensure the meeting is conducted fairly.
What if the disciplinary process feels unfair?
If a disciplinary process is rushed, biased, or lacking evidence, this may be challenged. Legal advice can help assess whether the process is fair and how concerns should be raised without worsening the situation.
Can I raise a grievance during a disciplinary process?
Yes. In some cases, a grievance may be raised alongside or during a disciplinary process, particularly if the issues are connected. Advice can help determine the best way to handle this and avoid confusion or delay.
What evidence should I provide?
Evidence may include emails, messages, policies, witness statements, or records of events. Keeping clear and organised evidence can help support your position during the process.
What happens if I disagree with the outcome?
Most disciplinary and grievance procedures include a right of appeal. An appeal allows the decision to be reviewed and should be handled by someone not previously involved. Advice can help you prepare a strong appeal.
Are there time limits to take further action?
Yes. Strict time limits may apply if a matter escalates to a legal claim, such as unfair dismissal or discrimination. Because deadlines can be short, early advice is important.
Where we also assist clients
While our disciplinary and grievance solicitors are based in Cheltenham, we also advise clients from Tewkesbury, Gloucester, and across England and Wales, with support provided in person or remotely where appropriate.
Speak to disciplinary and grievance solicitors in Cheltenham
If you are facing disciplinary action or need advice on raising or responding to a grievance, our solicitors are here to help. We provide clear, practical guidance to help you protect your rights and move forward with confidence. To speak to one of our employment solicitors, call 0330 900 0377 or contact us online to arrange a confidential consultation.
How to Find Us
Calderwood House
Montpellier Parade
Cheltenham
GL50 1UA
If you need directions or have any questions before visiting, feel free to call us.