Disciplinary Matters

A manager's guide to resolving disciplinary issues quickly, fairly and legally

Key Learning Points:

  • When it may be necessary for a manager to use disciplinary policies
  • What constitutes misconduct and gross misconduct
  • Good practice when managing disciplinary matters
  • How to manage disciplinary hearings
  • How to manage dismissals
Disciplinary Matters
Disciplinary Matters
Disciplinary Matters
CPD Points

Course Overview

Disciplinary proceedings are never the most enjoyable aspect of a manager's job but they are an important tool for enforcing acceptable behavioural standards and making sure employees treat each other with respect.

This course equips managers to take disciplinary action where it is required to achieve and maintain acceptable standards of behaviour.

Please note that this course is not yet compatible with mobile devices.

Course Details

  • Course duration: 1 hour +
  • Part of our Performance Management suite
  • Multiple-choice question assessment
  • Certificate on completion
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Course Contents

Our Disciplinary Matters managers’ course includes five modules and an assessment

Introduction to the Disciplinary Policy
Introduction to the Disciplinary Policy
This module provides an overview of the Disciplinary Matters course. It explores the reasons why it is important to have a defined disciplinary policy and the key areas that a good policy will cover, which includes key principles and appeals. It also explores when it might be necessary for a manager to use the policy.
Good Practice when Managing Disciplinary Policies
Good Practice when Managing Disciplinary Policies
It is important disciplinary matters are dealt with fairly and sensitively. This module covers eight key elements of good practice that managers may find helpful when managing disciplinary matters. It explores different techniques, tips, advice and warnings to support their knowledge and understanding.
Managing Disciplinary Hearings
Managing Disciplinary Hearings
This module explains how to manage a disciplinary matter at Formal Stages 1 and 2 of the disciplinary policy. It sets out the checks a manager makes before considering the disciplinary action, the way to engage with the employee in a formal setting, the responsibilities of the manager, and the way that a disciplinary is handled.
Managing Dismissals
Managing Dismissals
This module explores how to manage a disciplinary matter at Formal Stage 3 of the disciplinary policy. It covers what happens when the conduct of an employee does not improve following the issuing of a final written warning and how this is managed. Using realistic scenarios, it sets out the responsibilities of the manager.

Who Should Take This Course?

This course is suitable for all managers. It is also useful for anybody who oversees the work quality and conduct of other employees.

  • Team Leads
  • Heads of Department
  • Supervisors
  • HR
  • Managers

The Assessment

The Disciplinary Matters online course includes a "Check Your Knowledge" assessment module. The assessment is in a multiple-choice question format, covering everything set out in the course. Learners must achieve a mark of 80% or above to pass.

2 Ways of Purchasing

You can purchase our courses individually or for even better value you can purchase the complete range of Compliance, Health and Safety or Performance Management courses in one neat bundle.

1. Individual Licenses

If you buy courses on an individual bases you pay a price per learner, per course per year. You can run these courses on your own LMS if Xapi/SCORM compliant or you can take them.

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2. Complete Bundle

Buy all of the Compliance, Health and Safety or Performance Management courses in one great value package and receive unlimited benefits.

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1. Individual Pricing

Number of Learners Cost (per year)
1 - 10 29 / per learner
11 - 20 25 / per learner
21 - 50 20 / per learner
51 - 100 15 / per learner
101 - 150 10 / per learner
150+ POA

Exchange rates are updated regularly but are only intended as a guide.

2. Complete Bundle Pricing

If you buy all the Compliance, Health & Safety or Performance Management in a complete bundle, all features come as standard, no matter the size of your organisation!

Number of Learners Cost (per year)
1 - 100 30 / per learner
101 - 200 25 / per learner
201 - 300 21 / per learner
301 - 400 18 / per learner
401 - 500 15 / per learner
501 - 750 12.50 / per learner
751 - 1000 10 / per learner
1001 - 2500 8 / per learner
2501 - 5000 6 / per learner
5000 - 10,000 5 / per learner
10,000 + POA
Included Features
  • All courses in our catalogue
  • New courses added regularly
  • Branded, downloadable posters
  • Customise Course Content for Your Team
  • Astute eLearning Platform
  • Regular course updates
  • Dedicated Account Manager
  • Unlimited help desk support

Exchange rates are updated regularly but are only intended as a guide. Prices are based on a 2 year contract.

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The Importance of Disciplinary Matters Training

Disciplinary proceedings are never the happiest part of a manager's job. When they do arise, however, it is vital they are dealt with fairly, consistently and by the book.

Many managers feel ill-equipped to deal with disciplinary matters. Giving them training in the subject allows them to prepare in advance and gives them the confidence they need when handling these tricky situations.

The Importance of Disciplinary Matters Training


If you have any questions that are not covered here, please get in touch.

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Why are disciplinary procedures important?
Disciplinary procedures are important because they ensure clear understanding and expectations on both sides. They allow both the employer and the employee to put their cases across. Employees should also leave disciplinary meetings with a clear idea of what needs to change or improve and a clear path towards making this happen.
What are the causes of disciplinary action?
Disciplinary action can be caused by misconduct, violation of company policies, low performance, theft, bullying and harassment, or any other serious departure from good conduct and work behaviour. Disciplinary procedures can be triggered by a single event or can be the result of cumulative actions.
Should workplace bullying lead to disciplinary action?
Workplace bullying is a very serious matter that should be dealt with swiftly and fairly. In some cases, it can be dealt with informally and through discussion. In others, disciplinary action will be necessary. Bullying of any kind needs to be handled well. It can cause mental health issues, sickness absence, staff turnover and low morale.

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