By Tina Elliott
When new allegations arise during a disciplinary investigation, it is essential for employers to manage them swiftly, fairly, and in full alignment with UK HR best practice. A thorough investigation must take place before any disciplinary hearing is held, ensuring the principles of natural justice are upheld. This means the employee is fully informed of the new allegations, given adequate time to respond, and provided a fair, unbiased hearing where all relevant information is considered.
For HR teams, handling new allegations, whether involving the same employee or others, requires a structured, compliant approach that minimises risk and maintains workplace integrity.
In our guide, we break down how to manage emerging issues effectively, including when to begin new investigations, how to communicate with employees, and how to stay aligned with the Acas Code of Practice on disciplinary and grievance procedures.
In this guide, learn about:
- Acas code of practice on disciplinary and grievance procedures
- Suspension
- New allegations concerning the same employee
- New allegations concerning other employees
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Managing New Allegations During a Disciplinary Investigation
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About the author
Tina Elliot
Tina Elliott has been a solicitor for over 20 years and specialises in employment law. In the last few years Tina has concentrated on advising clients involved in healthcare in both the public and private sector.