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Disciplinary and Grievance eLearning
Online disciplinary and grievance training for managers: running a fair process, keeping proper records, and the procedural mistakes that turn a good decision into a tribunal claim.
Who it is for
Who this disciplinary and grievance course is for
Most unfair dismissal findings are not about the decision being wrong. They are about the process being wrong: no proper investigation, no notice of the allegations, no right of appeal. Those are all avoidable.
- Line managers and supervisors
- HR teams and business partners
- Small business owners managing staff
- Team leaders new to formal processes
- Anyone chairing a hearing or an appeal
- Employee representatives supporting colleagues
Course content
What the disciplinary and grievance course covers
Eight short modules covering both processes from first concern to appeal, with the emphasis on the procedural steps that get skipped.
Informal before formal
Resolving matters early, and when informal is no longer appropriate.
Investigation
Gathering facts fairly, separating investigator from decision maker, and keeping it proportionate.
Notifying the employee
Setting out allegations, providing evidence and giving reasonable notice.
The right to be accompanied
Who can accompany, and what they can do at the hearing.
Running a hearing
Structure, fairness, letting the employee respond and keeping records.
Reaching and communicating a decision
Sanctions, proportionality and confirming the outcome in writing.
Appeals
Why an appeal must be offered, and who should hear it.
Grievances
Handling a complaint fairly, and where grievance and disciplinary overlap
Outcomes
What you will be able to do afterwards
- Judge when a matter should move from informal to formal
- Carry out a fair and proportionate investigation
- Notify an employee properly of allegations and evidence
- Apply the right to be accompanied correctly
- Chair a hearing fairly and record it properly
- Reach a proportionate decision and communicate it in writing
- Handle an appeal and a grievance correctly
Your legal duty
The law behind disciplinary and grievance training
The Employment Rights Act 1996 sets out the framework for unfair dismissal, and fairness includes whether a fair procedure was followed. The Acas Code of Practice on disciplinary and grievance procedures is the practical benchmark: an unreasonable failure to follow it can lead a tribunal to adjust an award.
This is awareness training for managers, not legal advice. Individual cases turn on their facts, and where dismissal or a complex grievance is in prospect, take proper advice.
- Employment Rights Act 1996 - unfair dismissal framework
- Acas Code of Practice on disciplinary and grievance procedures
- Unreasonable failure to follow the Acas Code can affect a tribunal award
- The statutory right to be accompanied at formal hearings
Practicalities
How the course works
For employers
Disciplinary and Grievance training for a team
Process failures happen when a manager runs their first hearing without training. Covering the whole management layer removes that risk cheaply.
- One invoice instead of a card payment per person
- Licences allocated as people join, so induction is covered
- Completion and expiry reporting for your records
- Renewal reminders before certificates lapse
- Bespoke versions built around your own procedures
Complaints about behaviour often arrive through the grievance route. See Bullying and Harassment Awareness →
Disciplinary and Grievance eLearning: common questions
It is not law in itself, but tribunals take it into account and an unreasonable failure to follow it can lead to an adjustment of an award. In practice it is the benchmark for a fair process.
There is a statutory right to be accompanied at certain formal hearings, and the course explains who can accompany and what they may do.
Offering an appeal is a core part of a fair process under the Acas Code. Failing to offer one is one of the most common procedural failings.
Wherever practical, no. Separating the roles is a basic fairness safeguard, and the course covers how small employers can approach it when resources are limited.
No. It is awareness training for managers. Individual cases turn on their facts and should be taken to a properly qualified adviser.
About 30 minutes, with no time limit. Start it, pause it, and come back whenever suits. The certificate is issued the moment you finish.
Yes. It runs in a browser on any modern phone, tablet or computer, with nothing to install.
Yes. Open a business account and we invoice you for the licences, which you allocate as people need them. Completion reporting is included.
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