There is no requirement for an employer to halt disciplinary proceedings in order to address an employee’s grievance.
If the grievance is related to the disciplinary, then the issues can either be discussed at the disciplinary hearing (in the form of the employee’s mitigation), or a grievance hearing could be held immediately before or after the disciplinary hearing so that all points can be considered.
If the latter, the invite to disciplinary and grievance can be outlined in the same invite letter, a template can be found in Primed Online under, Poor Performance & Misconduct, available free when you sign up to our 12 month free trial here.
If the points of grievance are unrelated to the disciplinary hearing, then the grievance procedure can run concurrently with the disciplinary procedure.
If the employee resigns without notice, then their employment has terminated immediately so there would be no requirement to continue the disciplinary procedure.
If, however, the employee resigns with notice, the employer could continue the disciplinary procedure should it so wish. A template letter can be found in Primed Online under, Poor Performance & Misconduct, available free when you sign up to our 12 month free trial here.