The Acas Guidance on Discipline and Grievance says good disciplinary procedures should:

• be in writing;

• be non-discriminatory;

• provide for matters to be dealt with speedily;

• allow for information to be kept confidential;

• tell employees what disciplinary action might be taken;

• say what levels of management have the authority to take the various forms of disciplinary action;

• require employees to be informed of the complaints against them and of supporting evidence before the disciplinary hearing;

• allow the employee to have their say before management reaches a decision;

• provide employees with the right to be accompanied;

• state that no employee will be dismissed for a first breach of discipline except in cases of gross misconduct;

• require management to investigate fully before disciplinary action is taken;

• give employees an explanation for any sanction and a right of appeal;

• apply to all employees, irrespective of length of service or status;

• any suspension should be brief, paid and never used as a sanction; and

• employers must ensure any employee is heard in good faith and without pre-judgment.