Disciplinary action at work is something most employers and employees hope to avoid – but sometimes, it’s necessary to resolve serious issues, protect the business, and ensure fair and consistent standards are maintained.

As HR consultants, we’re often asked by employers: “What is a disciplinary at work?” or “What happens in a disciplinary hearing?” This blog is designed to demystify the process, explain your rights and responsibilities, and help small businesses in particular navigate disciplinary meetings fairly, legally, and with confidence.

So, What Is a Disciplinary at Work?

A disciplinary at work is a formal process an employer uses to deal with an employee’s conduct or performance that falls below acceptable standards. This could relate to issues like repeated lateness, poor performance, inappropriate behaviour, breaches of policy, or misconduct.

The disciplinary process provides a structured, fair way to investigate concerns, hear both sides, and make a decision about what action – if any – is appropriate.

It’s important to note: A disciplinary process is not about “punishing” someone. It’s about ensuring fair treatment, giving employees the chance to respond, and resolving issues with transparency and respect.

What Is a Disciplinary Hearing?

A disciplinary hearing (sometimes called a disciplinary meeting) is a key part of the disciplinary process. It’s a formal meeting where the employee is given a chance to respond to the concerns raised, present their side of the story, and ask questions.

So, when someone asks, “What is a disciplinary hearing?”– the answer is: it’s a structured meeting where evidence is presented, and both employer and employee can speak openly before a decision is made.

What Triggers a Disciplinary Meeting at Work?

Common reasons for a disciplinary meeting at work include:

• Misconduct – such as bullying, inappropriate language, or unauthorised absence.
• Gross misconduct – serious issues like theft, harassment, or violence that may warrant dismissal.
• Poor performance – consistently failing to meet targets or standards.
• Policy breaches – such as misuse of IT systems, health & safety violations, or breaches of confidentiality.

Before moving to a disciplinary hearing, most employers will carry out a fact-finding investigation to establish what happened. This ensures the process is based on evidence, not assumptions.

The Disciplinary Process Explained

Here’s how a typical disciplinary process works:

1. Informal Resolution (Where Appropriate)

Before anything formal begins, many issues can and should be addressed informally – through a chat, coaching, or a supportive performance plan.

2. Investigation

If the matter is serious or ongoing, the employer may carry out an investigation. This might involve reviewing emails, gathering statements, or holding interviews.

The aim is to understand the facts before deciding if formal action is necessary.

It is usual to suspend the person being investigated until the disciplinary hearing.

3. Invite to Disciplinary Hearing

If the investigation suggests formal action is needed, the employee is invited to a disciplinary hearing.

This invite must be in writing and include:

• Details of the alleged issue
• Evidence being considered
• The possible outcomes (e.g., warning, dismissal)
• The date/time/location of the hearing
• The right to bring a companion (e.g., a colleague or trade union rep)

4. The Disciplinary Hearing

The disciplinary meeting at work is where the issue is discussed formally. The hearing is typically chaired by a manager who was not involved in the investigation.

The structure usually looks like this:

• Employer presents their case
• Employee can ask questions, respond, and provide their own evidence
• Both sides can discuss any mitigating circumstances

A note-taker is usually present, and a fair, open tone should be maintained throughout.

5. Decision and Outcome

After the hearing, the employer considers everything and makes a decision. Possible outcomes include:

• No action
• Informal advice or guidance
• First written warning
• Final written warning
• Dismissal (with or without notice, depending on severity)

The decision should be given in writing, including the right to appeal.

6. Appeal

Employees have the right to appeal the outcome. The appeal should be reviewed by someone not previously involved and ideally at a more senior level.

What Should Small Businesses Be Aware Of?

Applying best practice

For small businesses especially, the disciplinary process can feel daunting. But following a clear, fair process is essential – not just legally, but morally too. Here’s what you need to know:

• Document everything – keep records of meetings, evidence, and correspondence.
• Be consistent – don’t treat similar issues differently for different people.
• Be timely – delays can undermine trust and may weaken your legal position.
• Use an HR consultant – if you don’t have an internal HR team, working with a specialist in small business HR consulting can help you manage disciplinary issues confidently and compliantly.

Final Thoughts: What Is a Disciplinary at Work—And Why It Matters

A disciplinary at work can feel intimidating, but it doesn’t have to be. When handled properly, it’s an opportunity for resolution, clarity, and even growth.

For employers, a clear disciplinary process protects the business, supports fair treatment, and encourages accountability. 

At the end of the day, the goal of any disciplinary process should be to maintain trust, uphold standards, and move forward positively.

Need Help?

If you’re a small business and want guidance on handling disciplinary issues the right way, we’re here to help. As experienced HR consultants for small businesses, we offer expert advice, hands-on support, and peace of mind – whether it’s a one-off hearing or a full HR process review.

Contact us today to discuss how we can assist your organisation.