Disciplinary, Absence & Grievance

Course Duration is 1 Day

£425.00 Plus VAT

Delivery Method

Face To Face Delivery  Virtual Delivery One To One Coaching Closed Group Course Public Course

Business Benefit

To have an understanding of employment law and the organisations HR procedures is important for managers. Not only to protect the organisation from litigation, but also to ensure that staff will be treated fairly and impartially should these procedures be brought into play. This course provides that understanding and helps to build a managers confidence when dealing with difficult situations.

Who Should Attend

Anyone who may have to deal with disciplinary procedures or involved in managing absenteeism.

Learning Outcomes
  1. The organization’s employment policies and procedures encompass a comprehensive framework governing the recruitment, employment, and management of its workforce. These policies are meticulously designed to ensure fairness, compliance with legal regulations, and the fostering of a positive working environment. They include guidelines on equal opportunities, anti-discrimination, recruitment processes, and employee benefits. The procedures dictate the steps to be taken during recruitment, employee onboarding, and the various stages of employment, such as promotions and terminations.
  2. The disciplinary procedure within the organization is a structured process designed to address employee misconduct or performance issues. It adheres to a fair and transparent approach. Typically, it begins with an initial investigation, followed by a formal disciplinary meeting, where the concerns are discussed with the employee. Subsequent steps may include a written warning, suspension, and, if necessary, termination of employment. The aim is to encourage improvement while maintaining consistent standards.
  3. Maintaining disciplinary records is a crucial aspect of the organization’s HR practices. Records of disciplinary actions, including warnings, meetings, and any related documents, are meticulously kept. This not only ensures transparency and accountability but also provides a historical reference for future actions or decisions regarding the employee’s performance or behavior.
  4. Recognizing and addressing team attitudes and behaviors is essential for maintaining a harmonious and productive work environment. The organization places importance on fostering positive attitudes and teamwork. Managers are trained to identify any negative attitudes or disruptive behaviors and take appropriate measures to address them. This may involve conflict resolution, team-building activities, or individual coaching to improve behaviors.
  5. Effective methods for recording and assessing absence from work are employed to manage employee attendance and ensure operational continuity. The organization utilizes an attendance tracking system to record absences, categorize them (e.g., sick leave, vacation, or unauthorized absence), and assess their impact on team productivity. This data helps in identifying trends and implementing strategies to reduce absenteeism.
  6. Conducting effective “back to work” interviews is a skill valued by the organization. These interviews are conducted after an employee returns from a period of absence, such as illness or maternity leave. They serve as a supportive and informative session where the employee’s well-being is discussed, any concerns or accommodations are addressed, and a smooth reintegration into the workplace is ensured.
  7. Creating a post-course implementation plan is a vital step to ensure that the knowledge and skills gained from training are effectively applied in the workplace. The organization develops a detailed plan outlining how the newly acquired skills will be integrated into daily operations. This may include setting specific goals, providing ongoing support and feedback, and monitoring the impact of the training on performance and outcomes.
Course Content
  1. Organisational Employment Policies: Organisational employment policies are a set of established guidelines and principles governing the recruitment, employment, and management of staff within an organisation. These policies encompass areas such as equal opportunities, anti-discrimination, recruitment procedures, employee benefits, and codes of conduct. They serve to maintain consistency, fairness, and legal compliance in all employment matters.
  2. Discipline Procedures: Discipline procedures refer to the structured processes an organisation follows to address employee misconduct or performance issues. These procedures involve a series of steps, including investigation, disciplinary meetings, warnings, and, if necessary, termination of employment. The aim is to maintain order and fairness while encouraging employee improvement.
  3. Keeping Supporting Records and Monitoring the Disciplinary Process: It is imperative for organisations to maintain thorough records of disciplinary actions taken. This includes documenting meetings, warnings, and any related documents. Monitoring the disciplinary process ensures transparency, consistency, and adherence to established procedures.
  4. Understanding the Staff Grievance Procedure: The staff grievance procedure outlines how employees can raise concerns or complaints within the organisation. It provides a structured process for employees to voice their issues, ensuring that they are heard, investigated, and resolved in a fair and timely manner.
  5. Legal Aspects of Disciplinary and Grievance Processes: Understanding the legal aspects of disciplinary and grievance processes is crucial to ensure compliance with employment laws and regulations. This includes knowledge of employee rights, anti-discrimination laws, and the legal requirements for fair treatment during disciplinary and grievance procedures.
  6. Employment Legislation: Employment legislation encompasses a range of laws and regulations that govern the employment relationship. This includes laws related to minimum wage, working hours, health and safety, anti-discrimination, and employee rights. Staying informed about employment legislation is essential for organisations to operate within legal boundaries.
  7. Interpersonal Behaviour and Support Skills to Maintain Discipline at Work: Maintaining discipline at work often involves effective interpersonal skills. Managers and leaders should possess skills in communication, conflict resolution, and motivation to address behavioural issues while supporting employees in their professional development.
  8. Supporting Individuals to Meet Requirements: Organisations should provide support and guidance to help individuals meet job requirements. This may involve training, coaching, and setting clear expectations to enhance employee performance and job satisfaction.
  9. Recording and Assessing Attendance: Effective attendance management includes recording employee attendance, categorising absences, and assessing their impact on productivity. This data helps in identifying trends and implementing strategies to manage attendance effectively.
  10. Managing Absence: Managing absence involves policies and procedures for handling employee leaves, whether due to sickness, holidays, or other reasons. An effective absence management system ensures operational continuity while respecting employee rights.
  11. Return to Work Interviews: Return to work interviews are a means of reintegrating employees after a period of absence. These interviews help identify any support or accommodations needed, ensuring a smooth transition back into the workplace.
  12. Benefits of Using Employee Assistance Programmes: Employee Assistance Programmes (EAPs) offer support services to employees facing personal or work-related challenges. The benefits include improved employee well-being, reduced absenteeism, and enhanced productivity, contributing to a healthier and more productive workforce.

How to Book

If you are interested in booking this course, then please select an available date and then click book now to complete the booking. Can’t see a suitable date contact us on [email protected] and we can discuss specific date requirements.


These follow up coaching sessions help support your colleagues to embed their learning during their skills transfer period.  Applying new skills and changing behaviour takes effort and practice.  After attending a training course many colleagues will find they need support through this transition.  EQV can provide that support with follow up coaching sessions to help embed the learning.

Embedding coaching sessions can be delivered in 90 minute and half day durations.  The facilitator will work with the group to capture feedback about challenges and how to overcome them ensuring success going forward.

Having a formal embedding coaching session will not only increase the success of the skills transfer period but helps create a platform of motivation, inclusivity and commitment within the group.