If you have been suspended or if you have been invited to attend a disciplinary investigation hearing by your employer, there is always a serious risk that this could result in your dismissal. Finding a lawyer who can advise you on the potential risks you might face once you’ve had a disciplinary hearing will put you in a situation where you can reduce the potential effect the results of this hearing may have on your social, financial and family life.
If you potentially stand to lose your job as a result of this hearing, you ought to put yourself in good standing at the earliest point possible. David Greenhalgh has over 27 years of offering employees and senior executives advice in the period leading up to disciplinary hearings and throughout the investigation as a whole. He can offer you legal guidance and information which will put you in the best possible position to attend these disciplinary hearings and limit any negative effect an outcome might cause.
Continue below to see how David can secure the best possible terms possible should disciplinary action be taken against you.
If you have had allegations made against you in the workplace, your employers are obliged to take some action against these allegations. True or false, it is often within the legal remit of employers of large companies to investigate the allegations made against one of their employees. This investigation will take the form of an:
An internal investigation will take place where your employers or Human Resources acting on their behalf, will investigate your conduct over the period of time in question. If these allegations are found to be true and are therefore upheld, you will be asked to make a comment against these allegations. From here, you will face two possibilities:
If you have accepted the allegations made against you, you will be opening yourself up to any disciplinary actions your employer sees appropriate for the given situation. If the allegations are serious in nature, this may lead to your dismissal.
If you deny the allegations, the investigation will continue, unless your employer has irrefutable evidence to suggest otherwise.
At every step, you should be aware of the repercussions that may precipitate from your response to these allegations. Often, more preferable disciplinary actions can be secured if you are compliant with the investigation held against you. In particular circumstances, better exit terms can be secured, too.
Advice should be taken as early as possible and in the case of misconduct. Ideally, legal guidance should be taken before it comes to the attention of your employer or /before any formal action is threatened or taken. There may be opportunities early on to make pre-emptive strikes before your employer has the chance to start a formal process. If you believe there may be a possibility of your employer seeking disciplinary action against you, then don’t hesitate to speak with David today to reduce any possible negative effects this may have on you.
Contacting David before you respond to allegations is vital.
You should take advice from David before you give any response to the allegations made against you. Making admissions, even in error, can damage your ability to contest those allegations in the future.
Securing legal guidance can help you to defend yourself against false allegations. Since serious allegations can lead to serious consequences, such as suspension or dismissal, you should protect yourself against every possible outcome.
David advises senior executives and employees on:
Once a decision has been made by your employers, your position in your business may be about to change. Often as a result of a disciplinary investigation, employees are either:
Once your employer has reached their verdict, you will need legal guidance to decide your future actions.
Personal legal representatives aren’t usually allowed in disciplinary hearings, so it is strongly advised to contact your lawyer after your verdict to see what your options are.
If you believe you have been unfairly dismissed by an investigation into your workplace conduct, David can also continue to work as your dedicated lawyer for discrimination, too.
Ideally, the person who conducts the investigation isn’t usually the person who issues the disciplinary. This is due to a possible conflict of interest, or circumstantial evidence could be used by the person who conducts the investigation to draw a false conclusion. However, the party responsible for conducting the investigation will often be in attendance at the disciplinary.
David is top-ranked and listed as a Leading Individual in the Legal 500 2023 (the main guide to the best lawyers in the UK).
He has 27 years of experience which makes him an expert on tactics and fighting back against suspension and disciplinary action including by using grievances and/or by disrupting/delaying/derailing the disciplinary process.
David also has experience helping employees working in regulated sectors where allegations, if upheld, can be career-ending.
It is very important that you seek advice as early as possible in respect of any possible disciplinary action – time is critical and a missed opportunity can often be fatal to protecting your position or securing a good exit/deal (if applicable) later.
If you have been suspended from work or invited to attend a disciplinary meeting or hearing (or you suspect you may be invited to one shortly), you should seek legal advice immediately. Taking the wrong steps at an early stage may well be fatal later. This may make it far more complex, time-consuming and costly to try and challenge or overturn any disciplinary decision made.