��������Ƶ

Employment Rights Act 1996: Primary legislation that sets out basic employment rights, defines fair disciplinary procedures, and covers unfair dismissal provisions. This is fundamental for ensuring the disciplinary process follows statutory requirements.

ACAS Code of Practice on Disciplinary and Grievance Procedures: Provides practical guidance on handling disciplinary situations. Following this code is crucial as Employment Tribunals consider it when assessing cases. Non-compliance can result in up to 25% increase in compensation if the employee makes a successful tribunal claim.

Equality Act 2010: Ensures the disciplinary action isn't discriminatory based on protected characteristics and requires reasonable adjustments for disabled employees. Must be considered to prevent discrimination claims.

Data Protection Act 2018 and UK GDPR: Regulates how personal information in the warning letter is processed and stored, ensuring employee's right to access their records. Critical for maintaining compliance with data protection requirements.

Human Rights Act 1998: Ensures the disciplinary process respects employee's right to fair treatment and protects their right to privacy and family life. Must be considered to maintain compliance with human rights legislation.