Handling non-attendance at disciplinary meetings

By Chris Bevan

Managing non‑attendance at disciplinary meetings is a common challenge for HR professionals, and knowing how to respond is essential for maintaining a fair and legally compliant process. When an employee fails to attend, whether unexpectedly or repeatedly, it can delay proceedings, increase organisational risk, and leave employers uncertain about the next appropriate steps.

To protect the integrity of your disciplinary procedure, HR teams must balance fairness with business needs, ensuring that decisions remain reasonable, well‑documented, and defensible. Understanding the legitimate reasons for non‑attendance, and when it may be appropriate to proceed in the employee’s absence is crucial to avoiding claims and keeping the process on track.

Our guide provides clear, practical advice to help HR professionals confidently manage situations where an employee does not attend a disciplinary meeting, reduce delays, and maintain full procedural compliance.

In this guide, learn about:

• The Acas code of practice on disciplinary and grievance procedures
• Non-attendance due to:
  • illness
  • insufficient time to prepare for the meeting
  • unavailability of the companion
  • perceived procedural unfairness
  • the venue or timing of the meeting
• Rearranging the meeting
• Making a decision in the employee’s absence
• Witnesses who fail to attend disciplinary meetings

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