When considering disciplinary action in relation to a neurodivergent employee, the need to consider flexibility in how the process is handled is key.
A recent call we took on the advice line involved damage to workplace equipment but there was very little evidence pointing to one person.
As an employer, you’ll likely find yourself having to carry out disciplinary or grievance investigations at some point or another.
The proposed Bullying and Respect at work legislation if passed will bring significant additional protections to employees.
No one wants to be involved in disciplinary proceedings, certainly not employees and definitely not employers. It takes up time and causes conflict, but sometimes they’re necessary to resolve problems.
Use our free disciplinary guide to understand the steps you need to take whilst carrying out a disciplinary process.
Use this template to help guide you through the disciplinary meeting with your employee and document the outcomes.