Fair process. Confident decisions.
Disciplinary and grievance support that protects fairness.
Workplace conflict is stressful and legally sensitive. Dekela helps employers establish the facts, follow a fair process and communicate decisions clearly.
Clear, commercially practical HR advice
ACAS-aligned process Impartial fact-finding Meeting and hearing support Clear documentation
Practical employer support
Getting the process right matters as much as the outcome.
A reasonable concern can become a serious risk if it is handled inconsistently, rushed or poorly documented. Employers should investigate where necessary, explain the issue and give the employee a fair opportunity to respond.
We help you separate allegations from evidence, keep the roles of investigator and decision-maker clear where practicable, and maintain a professional process from the first concern through to appeal.
Dekela can support you with:
- Misconduct and gross misconduct allegations
- Formal employee grievances
- Bullying or harassment complaints
- Investigation planning and interviews
- Disciplinary and grievance hearings
- Outcome letters and appeals
A clear route forward
How Dekela supports you.
A proportionate process, tailored to the facts and the needs of your organisation.
- 01
Assess the issue
Clarify whether an informal or formal route is appropriate.
- 02
Investigate fairly
Gather relevant evidence and give all sides a chance to be heard.
- 03
Set out the case
Explain allegations and meeting arrangements clearly in writing.
- 04
Hold the meeting
Listen to the employee response before reaching a decision.
- 05
Outcome and appeal
Confirm the decision in writing and provide an appeal route.
Hands-on help
Experienced support at the point you need it.
Chairing or supporting formal meetings
Letters, scripts and outcome documentation
Advice throughout disciplinary and grievance cases
Independent fact-finding
Does the situation need a workplace investigation?
ACAS guidance places fact-finding at the heart of a fair disciplinary or grievance process. Dekela can conduct the investigation independently when internal impartiality or capacity is limited.
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Common questions
Disciplinary & Grievance Advice questions, answered.
For advice about a live situation, speak to our team in confidence.
Do we always need an investigation?
Employers should carry out any investigation necessary to establish the facts. The scope should be proportionate to the issue, but a decision should not be made before the relevant evidence is understood.
Can the same manager investigate and chair the hearing?
Where practicable, different people should conduct the investigation and disciplinary hearing. Small organisations may need a different arrangement, which should still protect fairness and impartiality.
Should an employee be offered an appeal?
The ACAS Code says employees should be allowed to appeal formal disciplinary and grievance decisions. The appeal should review whether the process and outcome were fair.
Can Dekela attend the hearing?
Yes. We can advise the chair, provide meeting support or independently chair an appropriate process, depending on the circumstances.
Confidential initial conversation
Get clear advice before you take the next step.
Tell us what is happening and we’ll help you choose a fair, practical and commercially sensible route forward.