Guides › Work and Employment › Disciplinary Hearing: Your Rights
Disciplinary Hearing: Your Rights
Before disciplinary action your employer should explain the complaint, go through the evidence and give you a chance to respond, at a reasonable time and place. You can bring a colleague or trade union representative if you tell your employer first. Afterwards your employer should write to you with the decision and your right to appeal.
At A Glance
Your Rights
What the rules say, with a link to the official source for each.
Your Rights
The Hearing
Your employer should explain the complaint, go through the evidence and give you a chance to respond. If you raise a significant new fact, they may pause to look into it. source
Your Companion
You can bring a colleague, trade union representative or trade union official if you tell your employer first. They can present and sum up your case and talk to you, but cannot answer questions for you. source
Outcome
No action, a written or final warning, demotion, dismissal or another resolution such as mediation. You should get the decision and your right to appeal in writing. source
Time Limits to Know
Miss a deadline and you can lose a right. Check the dates on your own paperwork.
- In writingThe outcome and appeal rightAs soon as possible after the hearing
Steps to Take
Step 1 of 4
Ask for the allegations and evidence in writing before the hearing.
Step 2 of 4
Arrange a companion and tell your employer.
Step 3 of 4
Prepare your answers and any evidence.
Step 4 of 4
Appeal in writing if you disagree with the outcome.
(Tap the numbers to reveal steps)
Where to Go If It Is Not Put Right
Your options, in order, and when each one applies.
Acas Helpline
Free and confidential. 0300 123 1100, Monday to Friday, 8am to 6pm.
Citizens Advice or Your Trade Union
Free help to check your case and work out what you are owed.
Good to Know
Small things that make your complaint stronger.
Rules here are for England, Scotland and Wales. Northern Ireland has its own employment law, the Labour Relations Agency and industrial tribunals; see nidirect.
Want Help?
If you would like one of our team to look at your problem, our initial case review is free. We cannot guarantee any outcome and we do not give legal advice.
Lead reviewer
Luke Marley
Founder and Lead Reviewer
Luke founded CPUK in 2026 after seeing how hard it is for ordinary people to get problems with companies put right. He oversees our guides and checks them against official sources.
Research by Katie Burt, Co-founder and Operations Lead (17 years in the care sector, including managing services for vulnerable adults), and the CPUK Research Team. Researched with AI-assisted research tools, then checked and corrected by our team.
Last checked: 15 October 2026. We are not paid by the companies we write about. Adverts never affect our guidance. Read our editorial policy.
Sources and official links
- gov.uk/disciplinary-procedures-and-action-at-work/disciplinary-hearings Checked 15 October 2026
- acas.org.uk/contact Checked 8 October 2026