��������Ƶ

Employment Rights Act 1996: Primary legislation governing employment rights, particularly sections relating to fair disciplinary procedures and protection against unfair dismissal. Key reference for ensuring procedural fairness in disciplinary actions.

Equality Act 2010: Ensures disciplinary actions are not discriminatory based on protected characteristics such as age, gender, race, disability, religion, or sexual orientation.

Human Rights Act 1998: Particularly Article 6 which ensures the right to a fair hearing in disciplinary proceedings.

ACAS Code of Practice: Essential guidance on disciplinary procedures that Employment Tribunals take into account when considering cases. Failure to follow can result in up to 25% increase in compensation awards.

Data Protection Act 2018: Governs the handling and processing of personal information during disciplinary proceedings, including record-keeping and confidentiality requirements.

UK GDPR: Additional data protection requirements for handling personal information in disciplinary processes, ensuring data minimization and proper processing.

Employment Relations Act 1999: Establishes the statutory right for employees to be accompanied at disciplinary hearings by a trade union representative or work colleague.

Company Disciplinary Policy: Internal policy that must be followed alongside statutory requirements to ensure consistency and fairness in disciplinary procedures.

Employment Contract Terms: Contractual terms that may contain specific provisions about disciplinary procedures which must be followed in addition to statutory requirements.