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UKSolicitorJA, Solicitor
Category: UK Employment Law
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Experience:  solicitor
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Hi. I am facing a disciplinary hearing at work this Thursday

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Hi. I am facing a disciplinary hearing at work this Thursday 18th April but i'm not quite sure what the offences are exactly to be honest. I already had one in Jan and was given a warning which i presume was my first one - I got an email about it saying next offence could be up to and dismissal and the warning stays on my file till July. I thought it was 3 warnings but I believe that was my first and Thursday would be my 2nd. I have been there since August last year but things are not nice there so I do want to leave. I really feel that i will be dismissed but can you give me any advise at all and can I resign/hand in my notice before the hearing? As i would rather resign then be sacked. Any advice would be great. Thanks!


You do not have the minimum length of service to bring an unfair dismissal claim if you were sacked I am afraid.

You cannot be forced to attend the hearing and you may hand in your resignation notice terminating your employment in accordance with your employment contract i.e. if you have to give 4 weeks notice, you may give 4 weeks notice in your resignation notice.

Hope this helps
Customer: replied 4 years ago.

Thanks. I just dont know where I stand on the warning stage? Like I say I had one in Jan and got a email back. So was that a written warning?

Not sure if I got verbal or not? but have only had one incident prior to this. My company is not the best with communicating with there staff!! So they cant refuse my notice? What do you think would be best for me to do...? Sorry for all the questions!


Without knowing the allegations against you, it is difficult to advise on the seriousness of the situation.

You should clarify with HR about your previous warnings and the number of warnings your employer may give before dismissing you depends on their disciplinary policy, which you should read if provided to you.

It really is up to you, whether you wish to resign or see what happens at the disciplinary meeting, perhaps you may wait and see what happens at the meeting and negotiate with your employer to accept your resignation instead of dismissing you, if they are dismissing you.

As you have less than 2 year's service, you cannot bring an unfair dismissal claim anyway even if you wish to challenge your dismissal.

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Customer: replied 4 years ago.

Thanks for your reply. I will leave feedback but can you ask another question or do you leave feedback at the end? I will find out about the allegations and where I stand on the warnings front and let you know...Is that OK?

Customer: replied 4 years ago.


Please post new questions asking for me to reply.
Customer: replied 4 years ago.
Just found out it was a verbal warning and think this Thursday is just about general performance I think? What's your views on this now?
Let us see what happens on Thursday as we would be speculating at this point.
Customer: replied 4 years ago.

Sure...Just letting you know, I just received this tonight FYI.




You are required to attend a disciplinary meeting at the centre on Thursday 18 April at 9am.

will conduct the meeting and and a member of the Human Resources team will be in attendance for note taking purposes.

The purpose of this meeting is to discuss the following:

  • Performance

This is in accordance with the company’s disciplinary procedure as outlined in Section D3 of the staff handbook.

You must advise me as soon as possible if you are unable to attend this hearing.

As detailed in the staff handbook, you are entitled to be accompanied to this hearing by a work colleague of your choice or a trade union representative certified as qualified to act as a representative in these matters. Should you wish to take this option you will need to make your own arrangements. Should you wish to exercise this right, please contact by Wednesday 17 April so that arrangements can be made to provide relevant cover.

Yours sincerely

It is a standard letter for a disciplinary based on performance grounds.