Grievance Letter UK 2026: How to Write One + Templates
Workplace issues can arise in any organisation. When problems such as unfair treatment, bullying, discrimination or breaches of employment terms cannot be resolved informally, employees may need to take formal action by submitting a grievance letter. A grievance letter is the written document used to formally raise a workplace complaint with an employer, triggering the […]
Grievance Policy: UK Employer Guide (2026)
Dealing with complaints from employees is an inevitable part of managing a workforce. Even in well-run organisations, issues can arise concerning workplace relationships, management decisions, working conditions or organisational practices. When these concerns are not addressed properly, they can quickly escalate into workplace conflict, reduced morale or legal disputes. For employers, having a clear and […]
Using CCTV as Evidence at a Disciplinary (2026 Guide)
The use of CCTV footage in workplace investigations has become increasingly common as employers rely on surveillance systems to monitor premises, protect property and maintain workplace safety. In many situations, CCTV recordings capture incidents that may later form the basis of disciplinary action against an employee. However, using CCTV as evidence in a disciplinary process […]
Verbal Warning at Work 2026: Procedure, Template & ACAS
Verbal warnings are a common feature of workplace discipline in the UK. They are typically used by employers as the first formal step when an employee’s conduct or performance falls below the expected standard but does not warrant more serious disciplinary action. Although the phrase “verbal warning” suggests a simple conversation between a manager and […]
Disciplinary Policy UK: Employer Guide & Template 2026
A disciplinary policy is one of the most important workplace policies an employer can implement. It provides a clear framework for managing misconduct, ensuring employees understand the standards of behaviour expected of them and the consequences if those standards are breached. For employers, having a well-structured disciplinary policy also helps ensure that disciplinary matters are […]
Disciplining Twice for the Same Offence UK 2026
There is no automatic rule in UK employment law preventing disciplining twice for the same offence. However, a second disciplinary process will be closely scrutinised by an employment tribunal and will only be fair where the employer can clearly justify reopening the matter and can show it acted reasonably in all the circumstances. The starting […]
What are my Rights if a Grievance is Raised Against Me?
It is not uncommon for staff to raise a grievance about their managers, in some cases without just cause, although the employer is still expected to investigate any formal complaint fairly and proportionately. It is therefore important for managers to know their own employment rights in these circumstances, not only to help minimise the potential […]
Protected Conversations: How They Work 2026
When dealing with difficult, sensitive or complex workplace disputes, protected conversations can provide a valuable opportunity to resolve issues between an employer and employee, while reducing the risk of escalation to tribunal proceedings. The following practical guide explains what a protected conversation is and how it can be most effectively used to help reach an […]
Misconduct at Work: Rights, Process & Outcomes 2026
Misconduct at work refers to employee behaviour that breaches workplace rules or contractual duties and may justify disciplinary action. Under section 98 of the Employment Rights Act 1996, conduct is a potentially fair reason for dismissal, but employers must also act reasonably in all the circumstances. Misconduct can have the effect of damaging an organisation’s […]
Managing Poor Performance at Work 2026 (UK Guide)
Managing poor performance is not simply a question of output. It is a legal and procedural issue that sits squarely within UK employment law. How an employer handles capability concerns can determine whether a later dismissal is fair or unlawful, and whether the business is exposed to discrimination or whistleblowing-related claims. Managing poor performance requires […]