![AS_HR_Plus_–_HR_Advice_for_Employers_1900x544[1]](https://www.andersonstrathern.co.uk/wp-content/uploads/2023/09/AS_HR_Plus_–_HR_Advice_for_Employers_1900x5441.jpg)
Misconduct at work and subsequent disciplinary investigations are incredibly serious matters. To ensure that they are navigated and resolved as effectively as possible, seeking advice from specialists in HR and employment issues is essential. Advice from a lawyer will not always be enough to ensure the matter is correctly dealt with.
Some reasons you may need outsourced HR advice regarding misconduct at work include:
No matter what your requirements may be, our HR Business Partners will be available to lend their support. Working closely with our Employment Law team, we can attend clients’ sites in person or virtually to assist with misconduct matters.
We provide affordable and accessible ad hoc HR advice for employers, including in relation to work misconduct and sackable offences. Our team of CIPD qualified and highly experienced HR Business Partners provide bespoke advice on misconduct and gross misconduct at work to businesses of all sizes and industries.
Our HR Business Partners provide advice on all aspects of misconduct and disciplinary investigations at work, including:
Don’t see the thing you need help with on this list? Our HR Business Partners have a depth and breadth of expertise and are well positioned to advise on most issues that employers find themselves facing.
If you’re looking for outsourced HR advice on misconduct or disciplinary investigations, get in touch with our experts today.
Contact us on 0131 270 7700, visit our offices in Edinburgh, Glasgow, East Lothian, Shetland or Orkney, or fill in our enquiry form to request a call back.
Misconduct in the workplace could involve any number of actions by your employees.
If an example of misconduct or gross misconduct is identified, it is essential that a thorough and fair investigation is launched so that the correct actions can be taken. Failing to follow the appropriate procedures could expose your business to future disputes or legal action.
Our HR professionals can work alongside you to investigate misconduct allegations, collating the necessary evidence and advising you on the most appropriate course of action.
Following an investigation, if it can be shown that an employee has a case to answer with regards to misconduct at work, a disciplinary meeting (or ‘hearing’) needs to be held. This will provide you, as an employer, with the chance to explain the alleged act(s) of misconduct.
This is an important stage that our HR Professionals can prepare you for. Our team will make a comprehensive plan ahead of the scheduled hearing, ensuring that your case is watertight, while also anticipating any potential points of contention from the employee who has committed misconduct.
With the support of our HR professionals, you can be certain that the desired outcome will be reached following the conclusion of the hearing, and you can then proceed to issue a disciplinary outcome letter.
Disciplinary outcome letters need to be specific and unambiguous. They will detail the misconduct that took place, the result of the hearing and what the follow-up actions will be – which may include dismissal in certain situations.
Our team can work with you to draft a bespoke disciplinary outcome letter following the conclusion of a hearing.
There are a wide range of actions which would be considered to be ‘misconduct’ or ‘gross misconduct’ at work. In many cases, these acts are sackable offences in themselves, but the proper procedures need to be taken to ensure that you remain legally compliant at all times.
Examples of general work misconduct include:
Examples of gross misconduct at work may include:
It should be noted that what amounts to misconduct or gross misconduct may depend on your business’s existing policies.
To bring forward a gross misconduct case, you will usually need firm evidence to support these claims. Without having appropriate evidence, the employee accused of misconduct may be able to lodge a successful appeal on the grounds that there is insufficient evidence to prove their actions.
If you’re looking for outsourced HR advice on misconduct or disciplinary investigations, get in touch with our experts today.
Contact us on 0131 270 7700, visit our offices in Edinburgh, Glasgow, East Lothian, Shetland or Orkney, or fill in our enquiry form to request a call back.
