Misconduct and serious misconduct require careful handling.

When an employee does something wrong, your response needs to be proportionate, fair, and properly documented. Jumping straight to dismissal without following a process is one of the most common mistakes employers make.

Even in cases of serious misconduct (theft, fraud, violence, serious safety breaches), you still need to follow a fair process: investigate properly, put the allegations to the employee, consider their response, and make a decision that a reasonable employer could make in the circumstances.

What we do:

·       Advising on appropriate responses to misconduct

·       Drafting allegation letters and disciplinary correspondence

·       Supporting you through disciplinary meetings

·       Ensuring procedural fairness at every step

·       Advising on outcomes (warnings, final warnings, dismissal)