Under what circumstances might we grant anonymity to a witness in a disciplinary process and how far should/could we go to protect that anonymity? 

Anonymity can generally be requested in a disciplinary process under any circumstances. However, an employer should take account of the reasons and possible motivations behind a request for anonymity.

If anonymity is requested in ordinary disciplinary hearings, employers must make reasonable efforts to protect this anonymity. Employers must balance the need to protect anonymity against the employee’s need to know details of the case against them. The Employment Appeal Tribunal in Great Britain has offered guidance on this issue to assist employers and tribunals in how to strike the correct balance. The guidance includes the need to consider the witness’s opportunity and ability to observe