Why is a thorough investigation important in disciplinary cases? Is it a legal requirement?

Posted in : First Tuesday Q&A NI on 4 September 2012
Emma-Jane Flannery
Arthur Cox

There is no statutory obligation to carry out an investigation before a disciplinary matter. However, it is the investigation process which will identify whether there are grounds to instigate disciplinary procedures.

The Labour Relations Agency’s Code of Practice on Disciplinary and Grievance procedures (as amended in April 2011) states that in relation to conduct and capability matters, the employer must establish the facts when a potential disciplinary matter arises and make necessary investigations to do so, promptly before memories of events fade. Having established the facts, the

Already a subscriber?

Click here to login and access the full article.

Don't miss out, start your free trial today!

Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.

Help understand the ramifications of each important case from NI, GB and Europe

24/7 access to all the content in the Legal Island Vault for research case law and HR issues

Ensure your organisation’s policies and procedures are fully compliant with NI law

Receive free preliminary advice on workplace issues from Maxine Orr, Partner at Worthingtons Solicitors

Already a subscriber, now or Start my free trial today

Back to Q&A's This article is correct at 02/09/2015
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Emma-Jane Flannery
Arthur Cox

The main content of this article was provided by Emma-Jane Flannery. Contact telephone number is 028 9023 0007 or email Emma-Jane.Flannery@arthurcox.com

View all articles by Emma-Jane Flannery