What is a disciplinary hearing?
A disciplinary hearing is a formal meeting between an employer and an employee to consider allegations of misconduct or poor performance and to decide whether disciplinary action is appropriate under the employer’s disciplinary procedure.
When a disciplinary hearing is used
A disciplinary hearing is typically used where concerns about an employee’s conduct or capability are serious enough to be dealt with formally. This often follows a period in which issues have been raised and/or investigated, and where the employer believes there may be grounds for disciplinary action. Disciplinary hearings are most commonly associated with allegations of misconduct, repeated poor performance, or behaviour that may breach workplace rules or standards.
Not every workplace concern leads to a disciplinary hearing. Minor issues are often addressed informally, while more serious or unresolved matters may be escalated into a formal disciplinary process that includes a hearing.
What a disciplinary hearing is not
A disciplinary hearing is not an investigation meeting. The purpose of an investigation is to establish facts, whereas a disciplinary hearing is held to consider those findings and determine whether formal action should be taken.
It is also not an informal conversation or performance review. Disciplinary hearings form part of a formal process and can potentially result in sanctions.
In addition, a disciplinary hearing is not a dismissal meeting. A disciplinary hearing is a chance for the employee to respond to allegations or concerns and for the organisation to decide on an appropriate sanction. One of the outcomes can be dismissal in very serious cases but many disciplinary hearings result in lesser outcomes or no formal action at all.
Who is normally involved
Those normally involved in a disciplinary hearing include the employee concerned and a manager appointed to chair the hearing. An HR representative or note-taker may also be present to support the process and ensure it aligns with internal procedures.
Employees are entitled to be accompanied at a disciplinary hearing by a trade union representative or a workplace colleague. The exact attendees can vary depending on the organisation and the nature of the issue being considered.
What decisions a disciplinary hearing can lead to
Following a disciplinary hearing, an employer may decide that no further action is required. In other cases, the outcome may include a formal warning, which could be written or final, depending on the seriousness of the matter.
In more serious situations, a disciplinary hearing can result in dismissal or other contractual sanctions. The range of possible outcomes will usually be set out in the employer’s disciplinary policy.
A disciplinary hearing itself does not guarantee that disciplinary action will be taken; it is the forum in which a decision is made after considering the relevant information.
How a disciplinary hearing fits into the wider disciplinary process
A disciplinary hearing forms part of an employer’s formal disciplinary process and is one of the key stages used to address alleged misconduct or performance concerns. It sits within a structured framework designed to ensure workplace issues are handled consistently, fairly and in line with Acas requirements.
Related guidance
If you are responsible for running a disciplinary hearing, you may also find it helpful to read practical guidance on how to chair a disciplinary hearing and manage the process fairly.
If you are unsure how to handle a disciplinary situation or would like support, professional HR advice can help ensure the process is followed correctly.
