Let’s Talk About Disciplinaries (Without the Drama)

Caroline McDonald from Ena Hr & Training

Disciplinaries don’t have to be scary. Sure, the word might bring back memories of being sent to the headteacher’s office—but in the workplace, it’s not about punishment. It’s about sorting things out when something’s not quite right.

Whether you’re a manager trying to handle a tricky situation or an employee wondering what’s going on, understanding how disciplinaries work can take a lot of the stress out of the process. It’s not about catching people out—it’s about creating space for honest conversations, setting expectations, and helping teams move forward.

So, What Is a Disciplinary?

It’s basically a formal way for employers to deal with things like:

·         Behaviour that’s not okay - Think repeated lateness, inappropriate comments, or not following agreed ways of working.

·         Performance issues – When someone’s struggling to meet expectations, despite support and feedback.

·         Breaking company rules – Whether it’s ignoring safety procedures or breaching confidentiality, rules exist for a reason.

But here’s the key: disciplinaries aren’t about pointing fingers. They’re about being fair, clear, and giving everyone a chance to talk things through. It’s a structured way to resolve issues while keeping respect and dignity front and centre.

What Usually Happens?

Here’s how it tends to go:

A Quick Chat First

Most issues start informally. A manager might have a quiet word to raise a concern or offer support. Often, that’s all it takes to get things back on track.

Looking Into Things

If the issue continues or is more serious, the company may carry out an investigation. This means gathering facts, speaking to relevant people, and keeping clear records. It’s not about jumping to conclusions—it’s about understanding what’s really going on.

An Invite to a Meeting

If a formal meeting is needed, you’ll receive a letter explaining the concern, outlining the evidence, and inviting you to attend. You’re entitled to bring someone with you—like a colleague or union rep—for support.

The Meeting

This is your chance to share your side of the story, ask questions, and respond to the concerns. It should be respectful, confidential, and focused on finding a way forward.

The Outcome

After the meeting, the employer will decide what happens next. This could be:

·         No action

·         A verbal or written warning

·         A final warning

·         In serious cases, dismissal

Whatever the outcome, it should be clearly explained and backed by evidence.

You Can Appeal

If you believe the decision was unfair or the process wasn’t followed properly, you have the right to appeal. This gives you a chance to have things reviewed by someone else.

For Managers: Keep It Kind and Clear

Disciplinaries can be tough to navigate, but leading with empathy and consistency makes all the difference. Here are a few golden rules:

·         Be consistent – Treat similar situations the same way.

·         Keep things private – Respect confidentiality and avoid gossip.

·         Write things down – Clear records help everyone stay on the same page.

·         Stay calm and open-minded – Listen first, decide later.

·         Remember, your role isn’t to punish - it’s to guide, support, and protect the integrity of the team.

Avoiding Disciplinaries: A Little Prevention Goes a Long Way

The easiest disciplinary to manage? The one that never needs to happen. Taking a proactive, people-first approach helps catch small issues early—before they grow into bigger challenges. Here are a few simple ways to build a culture that prevents problems before they start:

·         Set clear expectations from day one – Everyone works better when they know what’s expected.

·         Check in regularly with your team – A quick catch-up can reveal concerns before they snowball.

·         Offer support early when someone’s struggling – Don’t wait for performance to dip—step in with empathy and solutions.

·         Encourage open conversations before issues escalate – Make it safe to speak up, ask questions, and raise concerns.

For Employees: You’ve Got This

Being involved in a disciplinary can feel overwhelming, but you’re not alone. Here’s how to stay grounded:

·         Don’t panic – It’s okay to feel nervous, but try to stay calm.

·         Know your rights – You’re entitled to support, fairness, and a chance to speak.

·         Be honest – If you’ve made a mistake, owning it shows maturity and integrity.

·         Ask questions – If something’s unclear, speak up. You deserve clarity.

A disciplinary doesn’t define you—it’s just one moment in your working life, and it can lead to real growth.

Consider It As a Turning Point

Believe it or not, disciplinaries can be a turning point. When handled well, they lead to better communication, clearer expectations, and stronger working relationships. They’re not about blame—they’re about building trust, learning from challenges, and moving forward with confidence.

If you’re facing a disciplinary or simply want some guidance, Ena HR and Training is here to help. No judgment—just a steady hand and the support you need to move forward with confidence.

hello@ena-hr.co.uk

07779788957