Employees have a legal right to be accompanied during a disciplinary and grievance hearings. Not allowing employees this right could leave you facing tribunal claims and fines. Wurkplace can support your business through the whole process from the creation and delivery of letters, to dealing with requests for accompaniment, to holding the disciplinary or advising.
Wurkplace also has a free manager’s guide in the resource section.
Your company handbook or employee contract may contain a policy that allows a wide range of people that could possibly accompany your employee. If you do not have this policy then these are the people who can legally accompany:
- Colleague
- Trade Union Representative
- An Official employed by a Trade Union
Although you may not have a policy instructing who you should consider, it is still best practice to consider all requests. Disabled people do have more options i.e. their carer. It is your duty as an employer to ensure you accommodate accordingly.
When is it an employee’s right to be accompanied?
- Informal chats
- Fact finding / Investigatory meetings
It’s not their right to bring someone but you can still allow it. This can give employees the confidence that their issues are being taken seriously and are being treated fairly.
What is the companion’s role?
To accompany during dismissal hearings that may result in:
- First and final warning
- Dismissal
- Suspension without pay
- Demotion
During the hearing companions may:
- Take notes
- Present employee’s case
- Sum up employee’s case
- Take things over during hearing
For further details on Wurkplace’s HR services, go here. Alternatively, you can submit a quick form and receive a quote to your email.
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